• Michelle Nyrop, SVP of Employee Success – ALAC & Matin America, Salesforce
  • Graham Lim, Senior Partner Manager, APAC, G-P
  • Khim Tan, Group CHRO, Alliance Bank
    Moderator: Mint Kang, Senior Editor, People Matters Global

What I learned from this session:

  1. What is your favorite site you use for hiring: For fresh grads, go direct to the campus. Jobstreet for fresh grads. For more experience, try LinkedIn, saving from recruitment agency and headhunter fees. For premium, agencies. Geography is important. Linkedin is not useful in Japan. If you advertise yourself, it signals disloyalty. That’s why agencies charge 35-45% of fees.
  2. It’s easier to hire too when your employees voice is positive. So employee testimoni is good.
  3. Is AI filtering out the talent we need? 41% of respondents in PWC Survry said AI will improve technology.

Most companies can use AI for quantity, to shorten the weeks to hire and train management trainees. We would use 3-4 weeks to chore through the resumes. So the hiring shortened to 4 weeks and the turnaround time went faster. The quality is higher than previous. But the actual result is not as good. The two batches lacked the drive versus previous batches.

  1. You need to combine quantity to quality. You must align to the values and mission. First identify problem solving, acquisition, model it and improve it continually.
  2. A machine running algorithm is only as good as the data you provide. So if you hire from one nation, one gender, and with a fixed set of skills, then the AI will decide what you will be. You need a huge data set to make AI work for you.
  3. You can use AI to screen the resumes to check what the skillsets you’re using for. Once you screen resumes, run chatGPT and see whether this resume is a good fit from a technical perspective. Until AI becomes an emphathic human, it can never transcend the ability of a human being.
  4. Biggest mandate is – Can we keep pace with all the ethical issues that will pop up? Companies have to think about every practitioner who will use the AI and the consequences of its use?
  5. The fact that we hire certain people shows our objective biases. For job seekers, convert and converge. AI is just a tool. Convert to be more digitally savvy. Converge to be purpose driven. Does it fit to the purpose of the organization?
  6. AI creates democratization and access. AI is so versatile and so you can go around it. If we use AI as a mirror, we have to address the legal and ethical framework to its usage.

philippinehrgroup #TechHRSG #techhrconference

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