The hiring process is often plagued by inefficiencies at the administrative level.
Often the best way to streamline operations is through an objective assessment.
This includes taking a digital assessment of your firm, says CEO and Founder of Pivot Factory, Michael Leadbetter.
“I spent 20+ years in Corporate America and media/education companies and saw how quickly many companies fell behind, closed down were sold off.
Leadbetter continued: “Digital transformation is typically focused on (1) creating new business models (2) adding technology to an existing product (3) using technology to make the core business more efficient.”
Michael Leadbetter established Pivot Factory with a philosophy that advances scientific progress and specifically focuses on “exponential” technologies. These technologies undergo predictably rapid growth cycles.
Exponential technologies are solving today’s most challenging business problems. Artificial intelligence (AI) is certainly included here.
AI (artificial intelligence) might be the most disruptive technology to impact the human race. There are many advantages of employing AI.
The technology itself refers to an elaborate interface. It serves to connect users to computers in a way that is beyond their original programming.
While AI is not real intelligence, the fact that an AI can produce a result for which it was not programmed is rather amazing.
However, AI pales in comparison to what Machine Learning (ML) can achieve.
ML occurs on a deeper level. It is behind the global revolution currently taking place. Scientists have even coined the term ‘deep machine learning’ to explain their efforts to create an AI that can make more intimate connections with the human brain.
A digital transformation assessment identifies the risk factors that inhibit a human resources department from establishing a culture of innovation.
Before moving forward, feedback from an AI assessment of the hiring process needs to be reviewed.
Guiding an accelerated digital transformation will not be right for every company. Key organizational objectives and the challenges faced will need to be understood. It is an imperative to align innovation to effectively and systematically impact operations. The next step is guided execution. This is a long-term strategy that employs specific tools to transform an administrative ecosystem.
Leadership, leverage points, agents, portfolios, methodologies, and localized strategies all must be merged into a cohesive governing strategy
Once a sufficient plan is in place and resources are set aside to support action, a new tech hub can be introduced. This will deliver disruptive solutions in ways that support the company on a fundamental level. Specific tools will aid the establishment of a new business model. Disruptive technology might simply add to existing products and/or be adopted to redefine the core business.
An assessment approach to the hiring process must stand firm in its execution. It is better to risk losing an opportunity with an honest assessment than to knowingly proceed with a faulty plan. Worse yet, moving forward with a negative conclusion in sight is inevitably catastrophic for both the client’s human resource department and the Business/Management Consultant.
In terms of the hiring process, moving forward will often mean freeing up administrative tasks, connecting on a more personal level, and redefining current protocols. The objective is to take business operations into a dynamic future with the guidance of technologically savvy advice.