Demystifying AI & the Future of Work

Sarah LawlessSenior Manager: InsightsLinkedIn

Cheersto the Future!

The world of work has evolved...

Globalization

Income inequality

Non-linear career paths

Importance of purpose, passion,

and meaning

Ability to work

from anywhere

Rise of the gig economy

Skills gapAutomation

Outsourcing

The world of work continues to evolve

Social mediaInternet Email

@

Filing cabinet Offline databaseJob channels

Online database

Smart phones

Professional NetworksDigitalisation

Big DataAdvanced AnalyticsCloud

Multi-deviceIntelligent apps

Augmented realityPersonalization

Consumer

Recruitment

1980’s 1990’s 2000’s 2010’s 2011 2012 2013 2014 2015 2016 2017

Recruitment needs to be at the forefront of changeClient and candidate expectations are increasing, recruitment firms need to meet this head on

Futureof work

Rise of independent work

Growing skills gap

AI and automation

AI / Automation

Disruption on the labor market

Independent work

Sources: McKinsey, World Economic Forum; McKinsey

70%of Companies will adopt at least one

type of AI technology by 2030

65% of the jobs our future generation

will be required to do not exist today

~162M people in Europe and US alone

engage in some form of Independent work

Skills gap

AI / Automation

Gaining insights from data helps usnavigate the opportunities within the market

Independent work Skills gap

Data85% of companies will have expanded adoption

of user and entity big data analytics by 2022

Source: World Economic Forum: “The Future of Jobs 2018”

Rise of independent work

2

Growth of online marketplaces

3

Increasing costeffectiveness

1

Rise of Millennials

Independent Work offers solutions

• 48% of businesses surveyed expect to expand

use of contractors doing task-specialized work

by 2022

• 66% likely to hire new temporary staff with

skills relevant to new technologies

• 63% likely to outsource some business

functions to external contractors

11Source: World Economic Forum: “The Future of Jobs 2018”

Review business model– Temp vs Contract vs Perm — is your business model in line

with the current and future market conditions

– Is there an opportunity for your or your clients to hire

differently?

Upskill your recruiters & sales executives

– Understand your clients needs to be able to advise them

how to benefit from this trend: be that consultant

– Enable strategic conversations by arming your team with

market insights to help clients understand the trends you

are seeing and back up your advice: be their consultant

Understand market

– Market intel will help you to understand the industries,

skills and roles impacted and where the opportunities are

– Understand how to attract & engage with these workersIndependentworkers opportunityBecome a strategic partner to help clients thrive

Growing Skills Gap

2018’s Top 5 Emerging jobs are reflective of the Future of Work

Source: LinkedIn 2018 Emerging Jobs Report

Growing Skills require technical and “human” skills

Source: World Economic Forum: The Future of Jobs Report 2018

Know the market– Keep a close eye on the skills landscape as it evolves

– Top talent will be a commodity

Talent intelligence

– Know your talent pools to understand how to connect

people’s skills with the right opportunities

– Ability to demonstrate expertise for new and emerging

skills

Think broader

– Capabilities over qualifications (skills over schools)

– Understanding the intangibles

– Need multi-skilled, flexible candidates

Skills gapopportunityInnovate to provide for candidatesand clients

AI & Automation

Source: New York Times

Difficulty of Automation HighLow

Hig

hLo

wV

alu

e A

dd

ed w

ith

Hu

man

To

uch

How will AI and ML likely impact recruiting activity?

• Resume collection/ parsing

• Database search relevancy

• Candidate matching

• Detecting diversity indicators

• Candidate sourcing

• Social profile aggregation

• De-duping databases

• Profile refreshing

• Recruitment marketing

• Community building

• Setting pre-screen criteria• Assessment basedon code depositories

• Making the close• Gauging interpersonal skills

• Nuanced understandingof candidate’s needs

• Hiring manager in-take meeting

• Gauging culture-fit

• Gaining strategic talent Insights

• Re-skilling

• Understanding team culture

• Candidate ranking

• Pre-screening/Assessments

• Negotiation/Persuasion

• Interview scheduling/Bots

• ATS Updating

• Data-driven Story telling

• Offer creation

• Candidatepropensity signals

• Nurture marketing

• Differentiatedcandidate experience

Reference: lnkd.in/ML-in-Recruiting

Person behind the profiles means we know:

Michael Leonard

Lives in Singapore

UX Designer

Passionateabout gaming

Open to startingnew career

opportunities

Passionate aboutGraphic design

Works at MediaCorp

Highperformer

Activelyapplying to jobs

What members say on their profiles (identity)

What actions they take on LinkedIn (includes both affinities & intentions)

What their words and actions say(inferences made via machine learning & AI)

LINKEDIN TECHNOLOGY

How we learn about the person behind the profile:

MEMBER DATA

AI/ML in action

New business models– Non-human alongside human labour offered

– New functions / client development

Labor market

– Reallocation of supply and demand of labor skills

– Opportunity to upskill middle skilled workforce

Business enabler

– Automate manual tasks for employees to spend more time

with candidates and clients, i.e. new interviewing

techniques such as VR or 3D video interviews

AI/automationopportunityTalent is everywhere but opportunityis not…

What does thisall mean for the Global Workforce?

Open information and technology have created new realities.

What does thisall mean for the Global Workforce?

Universal Access

Endless Opportunity

Increased Intensity

How do I find quality talent?

How do I become astrategic talent advisor?

In the past 5 years, time to fill has risen

by over 50%

75% of talent leaderssay their team is key

to the company’s workforce planning

*Sources: CEB, LinkedIn Global Recruiting Trends 2018

UNIVERSAL ACCESS

How do I beat the competition?

57% of recruiters rate competition for talent as their top concern

ENDLESS OPPORTUNITY INCREASED INTENSITY

As the talent landscape shifts, new challenges arise

Source – LinkedIn Global Recruiting Trends 2018

71% of CEO’s view data on talent as a source of competitive advantage

79% of recruiters and hiring managers are likely to be using data in their hiring process within the next two years

We are going to see the biggest change in the HR profession overall, as analytics start to reinvent the way we work.

We are now starting to look for HR professionals that have the capabilityto understand, interpret, and leverage data.

Dawn Klinghoffer

General Manager of HR, Business Insights, MicrosoftSource – LinkedIn Global Recruiting Trends 2018

How do I future-proof my business and protect revenue streams?

How can I identify andbreak into new marketsand verticals?

Where can I identifynew prospects and winnew business?

What insights can I share with my clients to give them confidence in my ability to solve their needs?

How can I leverage data to justify my fees to my client?

How does my attrition rate compare to my competitors?

How can I use dataand insights to informmy client on theirrecruitment strategy?

How do I overcome candidate shortage?

In which marketsand verticals can Iexpand my business

How your business adapts to this Future of Work will be key to your success

AI/ML & leveraging Data will transform the role of TA into one of a talent consultant

Technology is here to enhance the human ability to deliver impact, and forward thinking businesses will rise to the top

3 KeyTakeaways

Thank you!

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Panelists:– Tom Bickes, CEO, EmployBridge

– Ted Hanson, President, ASGN Inc

– Ranjini Poddar, CEO & Co-Founder, Artech, LLC

– Joyce Russell, President, Adecco Group US Foundation

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