JUNE 2019HR TECH OUTLOOK 19For large companies like EY, employing individuals on a project basis creates newfound opportunities to address talent and project needs in an efficient way. In fact, currently, 13 percent of EY's global workforce are contractor workers and in the U.S., we have filled more than 680 jobs through our internally developed GigNow contract worker talent pool. Developing a network of top contractor talent allows HR teams to tap into this pool of professionals for niche projects that require skills in future-focused areas like analytics, AI, robotic process automation (RPA), and blockchain. Adapting to the gig economy is a strategic requirement and benefit to companies as more people seek flexibility on short-term assignments.Understanding the Upside and Potential Risks of DisruptionTechnology integration across the industry is largely seen as positive; however, there are some inherent risks associated with these changes underway. As the use of new technology like AI becomes more prevalent in organizations, it is important to keep in mind that interactions are being driven by algorithms that can amplify existing biases, given that these algorithms learn from human input.Another recent EY study shows that 41 percent of AI professionals believe that the gender diversity of AI talent can influence the biases a machine will learn. That's a very significant number and underscores the importance that bias can be unconscious ­ even in machines! While new technologies can assist in attracting and retaining the best talent, it is imperative to invest the time in training the technology properly. For AI, that might mean creating balanced training datasets that avoid inserting bias and for chatbots, it means creating the right tone and personality, and curating the content the bot provides as answers to questions. These examples show that although we are making strides in technology, human and intrapersonal approaches still need to be greatly valued. Looking Ahead As companies increase their commitment toward future-proofing, they must introduce future-focused skills and the development programs needed in order to remain competitive, and capitalize on technological innovation to attract, recruit and retain the best talent. Organizations and their respective teams will need to invest in programs and educational tools that equip employees with the skills to solve complex problems and deliver innovative business solutions. While traditional skillsets will always be needed in the workplace, upskilling employees with skills in areas such as cybersecurity, data analytics, blockchain, and robotics is key. Future-proofing HR means future-proofing the business. The more HR teams tap into the benefits of future-focused technologies, the more skilled they will become in providing employees with the resources needed to remain ahead of the curve and differentiate themselves and their organizations in the market. Technology allows candidates to easily see where they stand and check on the current status of their applicationWendy Edgar
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