This is an encore episode of #WorkTrends
Sponsored by Reejig
This podcast originally aired on November 11th, 2022.
Numerous HR tools now leverage AI, subtly altering our work processes and decision-making in talent management. This prompts questions about AI’s expectations and whether such innovation aligns with our goals. Specifically, what part should AI have in skills-based talent decisions in acquisition and workforce mobility? These are crucial considerations for employers amidst the current talent scarcity. Join me as I explore ethical AI in HR tech on this #WorkTrends podcast episode.
Meet Our Guest: Jonathan Reyes
Jonathan Reyes, aka JR, is a talent leader with nearly 20 years of experience growing technology and banking organizations across the US, Australia, the UK, and Latin America. He’s VP of North America for Reejig and a talent advisor and futurist helping organizations and leaders to build a world with zero wasted potential. He was previously the Director of Talent Ops at Uber, based in good old San Francisco, leading up global immigration and mobility, employer branding, technology, learning, and development, and yes, there is more, strategic initiatives.
Defining “Zero Waste” in Humans
Jonathan, I love the phrase “zero wasted potential.” What exactly does Reejig mean by this?
We envision a world where every person has access to meaningful work — no matter their background or circumstance. In this world, employers can tap into the right skills for the right roles, whenever needed. And at the same time, society can reap the benefits of access to diverse ideas through fair and equitable work opportunity.
The concept of sustainability is emerging in every industry. Now, sustainable human capital is becoming part of that conversation, and this is our way of expressing it.
So, with zero wasted potential, decisions aren’t based on a zero-sum game. When employers make human capital choices, individuals or society shouldn’t suffer. Instead, by focusing on talent mobility through upskilling and reskilling, we can create a new currency of work.
Workforce Intelligence Makes a Difference
Why do you feel workforce intelligence is essential for employers as they make talent decisions?
Organizations have so much human capital data. With all the workforce intelligence available, there’s no reason to hire and fire talent en masse — and then rehire many of the same individuals just months later.
Obviously, that’s an emotional and human experience for employees. But also, organizations are spending unnecessary money to find people and let them go, only to invest again in rehiring them.
Focusing instead on internal mobility is far more cost-effective.
Where Ethical AI Fits In With Talent Decisions
Many companies are unsure about AI in talent decisions. What’s your take on this?
There are no universally accepted standards for ethical AI. This means vendors across industries can say technology is “ethical” based on self-assessment, without input from legal, ethical, or global experts.
But we’ve developed the world’s first independently audited, ethical talent AI. In fact, the World Economic Forum has recognized us for setting a benchmark in ethical AI.
The Impact on Internal Mobility
How do businesses benefit from shifting to a zero-wasted potential talent strategy?
When companies manage internal mobility well, they extend employee tenure by 2x. And we know that people who stay and continue growing and developing are much more engaged.
This can create a significant downstream benefit. It’s one of the biggest reasons to invest in this kind of talent management capability.
EDITOR’S NOTE: For more guidance about how to leverage AI to make better talent decisions, listen to this full podcast episode. Also, for more #WorkTrends insights, check out our growing collection of episodes on Apple or Spotify and subscribe!
