A veteran of business development and out-of-the-box thinking, Noel has been a leader in his roles over the years for several companies, including Karen HR, Bam Digital, Quikmint, SpeakFeel, and Agnition.During his career as a technology leader, Noel has developed a passion for products and innovations and has been the driving force behind products such as: Karen AI, Quikmint, OOLYO, Tech & Design and TeamHQ. In addition, Noel has been a strategic advisor for high profile clients such as Torstar Digital, Syngenta, Toyota, IBM and helped them to build a product-driven approach to business.As a man of many talents, Noel can also be found crafting music with a legendary and iconic Canadian band, Skydiggers, crafting interesting and eclectic brews and charcuterie and spending time with friends and family.View the profile
About the talk
Presented by TAtech.org, the association for talent acquisition technology: #TAtechDigital
Our world is changing fast, and HR and Talent teams are operating in a state of uncertainty when it comes to their workplaces and people. As organizations plan for how they will emerge stronger, we’re seeing leaders re-evaluate their existing processes and the role of technology within the critical points of the recruiting and hiring workflow – from speeding the pace of hiring to the role of assessments and virtual interviews (and, everything in between).
How are DNA technology and workflows evolving as we emerge from crisis like to introduce our speaker? No web I've known for quite a while. He's one of the smartest guys in our business is the SVP and head of innovation at Alexander Mann Solutions. No welcome. Thank you so very much for your kind introduction. Just trying to get here so I can share my screen. Lovely. Thank you. All right, hopefully from someone from the TA tech crew can let me know that they can see my spies here. Lovely. Thank you so very
much for the production. Yes, correct. I am no newbie to the TA text landscape. We've known each other for quite some time and I can't thank you enough for having me back yet again and again and again this time in a little bit of a different role with just is an amazing amazing purpose really. So today I would like to talk to you all night just about how our technology work clothes are evolving as we emerge from crisis, but really and more importantly how we can look at our organization and
our teams to understand how we should be using and working with our contact list short list. Some of these statistics you might be familiar with. Preco banaria are we had 82 million Americans in hourly paid jobs in the month of April alone, 20 million Americans lost their jobs. This really is to state that there is one thing that we do know in the covid-19 losing covid area and what that even looks like to even as I say it is that the rules that we live by certainly will not apply as we moved forward in the future.
As we are redefining what we are calling our new normal today, one of the things that keeps resonating with me and keeps going to the top of my mind is the following the things that are organizations do today with our employees with our current employee base are possibly they supposed might have even recently for reload. Those things that we do today are directly going to affect and resonates with our employees and candidates for the rest of their lives. This is not something that is going to just be with us tomorrow how I get treated. This is going to be with me
all of the time. This is the one chance that we do have to retain the Loyalty of our potential customer base. Let alone our candidates. It's imperative now that we Embrace this as a statement within our talent acquisition organization. It is therefore entirely incumbent on you to find that level of Reform and I'm going to say this again the level of Reform that your organization and your work clothes need to undertake. So positively affect the future of your organization. If you don't do this, you may fall prey to
an elongated return to market growth. I'm not currently what happens. If you do what if you never really changed those organizations with session. This is what we're here to answer. So whichever path you're on whether you're rebuilding rehiring redeploying or scaling in particular ways, we really do and I are taking a close. Look at our child's acquisition Technologies. How are we going to be getting all of the candidates and that we need how are we going to understanding the volume of the
candidates that will be potentially coming into our organization and what if we're hyper specialized organization and we're just trying to grasp at those right candidate power. We get them going to get them to our door and through a process effectively. Is really comes with two pieces or to technology buckets in a way. I could call them that are the Forefront of our sector what is automation. So automation as we know has the imperative of the power to enable friction heart rate for teens hiring for a greater speed and what really does that
mean? It means that we are moving through these Curves in these spikes as we emerge true true. The postcode a Terra is that speed is going to be imperative and not only is speed going to be in Paris accuracy is is going to be a Taco Bell another piece of chips that we like to deploy in many of the pieces of technology that we use are we look for in these pieces of technology that we use and that we we so lovingly put into our work clothes is artificial intelligence. And for those that you know me know how
dogmatic I can be when I speak of that machine intelligence in the talent acquisition Marketplace. I love the most is everyone thinks everyone else is doing it. So everyone else claims that they are doing. Let's just say this loud and clear. No one does artificial intelligence artificial intelligence is simply a tool. Not only that is simply a tool. It's really with us to do one thing and that is to generate predictions it when I talk about machine intelligence. I'll give us a little bit of the 101 here. I like to talk about
machine intelligence when it comes to prediction machine intelligence systems and software is within rt88. I really to do that prediction confirm last presentation. Senac are the requirements for the human input that judgment piece is still there within many of the tools that stuff that we have. So give a little bit of an example here when you are assessing these tools for your stock right now in your level of Reform. What are you going to be looking for? You want to
look how to how these tools are predicting the best outcome for you? So simple example of that you sit down on the couch every single night Mike Ryder Cup of Tea beer or or if you down and you put on your Netflix Netflix, and the first time you put it on it asks you to write a whole bunch of movies. Yes. No, I like it. I don't like it. I like it. I don't like it. You might happen to really enjoy 1980s romantic comedies. And so Netflix's recommendation to you the next time you turn it on on night to is it why not pick what watch this 1980s romantic comedy
watch a TV series 1980s romantic comedy TV series Completely reinforcing the algorithm that you are going to be selecting not only the 1980s romantic comedy. But the 1982 romantic comedy with your favorite set the Judgment that is happening there as you say. Yes. You are reinforcing Allure. the one you were assessing technologies that say that they have a level of artificial intelligence which many of these organizations we are going to be looking at this thing for prediction and Judgment at the
Forefront of your mind when you are assessing this So does yours Town acquisition strategy right now in this very instant that it just check the box or did it drive business outcomes? Not even remove just leaving to visit does it does it to the outcomes that you really need? Does it help the person was just for a load. Are you able to reach out to them? Are you able to attract them back and tell him that you won't stop? Now you have the ability to reform again. Here's that
words reform your workflow and your text back and the time is now So what happens when we do take a technological Reformation of the text acronyms workflows is that we are able to potentially change the type of recession. Your organization is going to go to the one we talked about the macroeconomic levels of the impact of covid-19. Look at an l-shape recession goes down in for a very very long time. We're basically in the summer and we're really having a difficult time. We able to come back
to you. Or a U-shaped reception we come into this for we take our time. We do a little bit of an assessment. Can we come back up? This is something that is very familiar something similar to a you say profession in the financial crisis of 2078. This is when we start looking at these text tax and we look at it at the state and microeconomics a look at your own organization. What you do now have the ability to direct me shape what type of recession you feel but you say for example, you need to be able to
review 10,000 Canada all hitting your website all of the same time in the single minute on the same hour. What types of Technology are you going to be a great level of organization is God Only Knows Arup now customer of yours. What pieces affect are you going to be selecting? And these are the types of So in the rapid response to covid-19 and many of the lock the lock downs, we have seen many of RTA leaders forced to be incredibly agile really really quickly on the demands on operating remote implementing brand new pieces of technology.
So given that there are many different stages that you might be high. You might be thinking about how do we reach rule the quick fix for ta Technology Solutions that I just have to be. How do I optimize the TA ecosystem so that it works more efficiently or how do I adjust the chi Chie go through those technological enhancements Alexander Mann Solutions. We've taken a look at so many different aspects of these three different points in our Consulting Group as well is even working on those three key points of
many organizations. So how has AMS move forward in understanding the various workflows that could be used in different Xbox? This workload right here that we're seeing with Explorer application qualification interviewing an offer are not so different then then many big organizations at their what we have done in hot what we have implemented just recently is a brand new system called hourly not really is to affect those 86 million hourly workers and now fortunately less than that. We're coming back through we are now poised to be
able have full access to all of this. How do we deploy these Technologies on the exploration side of things we use programmatic advertising to be able to retract and bring those candidates into the hourly system. We Leverage The Machine intelligence for its natural language processing capability in a conversation LED workflow that allows the candidate to come all the way. 311 seamless seamless interaction we built in rocket assessments with our partners with traitify to do that and even into
virtual interviews and into offers as well. So when we look at these processes show me the process is to we have seen the likes of some of our colleagues and the companies take their recruiter base from hundred and sixty-six recruiters down to two and one of the challenges that they're going to have. It's not even going to be just having a Resurgence back of candidates is going to be the resurgent back of their recruitment team or really isn't When we look at the massive pivot that organizations have been able to undertake in
such a short. Of time. The question to you is this think it's ever going to go back to be the same when you have income in organizations Fortune 500 organizations within 48 Hours going completely digital new to the covid-19 prices the realization in the power of that alone that they can move that quickly being that Nimble in and of itself is probably one of the most powerful statement. So what challenges are we going to have in the future? Really we're going to be looking at our managing our
applicant workflow. So how are we going to handle the various surges of applicants? And I don't feel as though this is going to be one giant V for every single organization out. There be a giant you we are going to have to experiment and be agile enough to understand that this is going to come the average time to hire in 2018 was 38 days and so given the scale and urgency of the crisis there were in that's far too long and as mentioned their organization to win virtual in 48 hours that we even know of some companies
report to have 11-minute hiring process process. So when we're looking at how Nimble that we can beat an organization, then we start looking at ideal snacks and looking at my deal ideal workflows. This is where we need to get ourselves to be in the most agile Fashions. We possibly can this is not a one-size-fits-all solution is doing just a job Discovery only to dump them into your applicant tracking system works exactly the same questions. if you are doing that at there you are not taking advantage
of the efficiencies that can be generated by that one simple implementation of your you do not need to gather that information both in both places because now it's all about speed and when we have speed in the scenario of good fast and cheap while you've already picked one. So which one are you going to pick next cheap or good? When we look at managing applicants, this is the time where we can take advantage of programmatic advertising we could take advantage of the Gods towards Jehovah application.
Also in Niche Niche jobs, we can take a look at vertical jaw community. Leveraging these types of communities are going to be struck with finding the thousands of job seekers in narrowing them down into the groups that are manageable for you. And also possibly even the best car so I'll be prepared from the supply and demand is really going to alter my colleague Jerry Collier treating High volumes of candidates may also be hard on customers here behind now, she's going to come with an incredibly high price for the organization.
The statue of the qualification of candidates. So what does that look like right now? Virtual career fairs have been huge hits. They've been really really great. Now that we be running things virtually and still hiring in some cases. If you can leverage technology such as Brazen or Eightfold candidate qualification and community-building score of our daily lives. I'm not sure about you but the number of sourdough bread loaves that have been dropped off by my
door really show me how big my community actually is Also CVS CVS implemented virtual job tryout depart assessments part interview and more broadly across the company in the rules for urgent need. This really really sucks to now where we're going to be moving in the role at the interview. Not only with this implementation of those virtual job. Tryout at CVS CVS band ostensibly been able to remove interviews for many of their roles are able to get back a hundred thousand hours per month of time, 2:30 18th.
So the role of the interview when we start thinking about how we can approach interviews in this current ERA and moving through. In some situations is not even possible to do in prison interviews. I know that many countries are opening up as we are right now, but we still do have many rules and regulations that we need to follow. So what does it look like we can be during virtual interviews leveraging system such as this Also taking advantage of asynchronous video interviews with systems such as higher higher view or
not to speed in the ability to interview multiple candidates simultaneously altogether the advantage of a synchronous video Chan weed to tremendous Paving for organizations that currently have multiple dedicated recruiters. With that I'd like to close in saying that it is not a one-size-fits-all scenario. I'd like to urge you all to understand that your organization needs is going through a reformation and that is not just in your entire organization now at the opportunity to reform your
own organizations recession curve, so we can do that via implementing machine intelligence. We can do not invite him cementing automation But ultimately at the base of all of this when we start looking at the judgment and prediction technologies that are there are still embolden by the person With that I'd like to thank all of you for coming and visiting today I have if I have some time I can take on some questions. So feel free to ask some questions to me while we're going along here and I hope all of you
have been keeping safe during this time. Trying to see if we have any questions coming through here Peter and THX crew. Questions just yet. I have a question here from Steve roxberg who's a job or donor and wants to partner with Alex man on hourly jobs at how do we get a paid feed? So what will do on questions like this? I'd love to have a few moments with you to give you a little bit more of a deeper understanding on how hourly work hourly in and of itself is a platform that is a conversation base service from Explorer to
the Shire to so for example, We work with clients that hire in from the thousands possibly even hourly workers at a time. And we do everything from that job attraction through in you the pre-screen assessment process as well as into scheduling and that video interview is at a video interview as well all the way in to offer. And with that all of that is service at all of that technology Services also wrapped in our hair. Oakley. Answers your question be happy to take some time off line with you and give you a demo.
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