AI: Your Friend, Not Your Foe

For many companies, embracing the uncertainty of generative AI can be daunting, especially given the speed at which these technologies evolve and change. In the world of business operations, systems like Bard, TalentGPT, and ChatGPT are already influencing job functions and improving process efficiency for writing code, generating content, and summarizing the points of internal meetings. 

Beyond its practical uses in automating tasks, AI lends itself to improving another critical component of HR: enabling leaders to streamline workforce optimization and talent acquisition. Leaders that approach these emerging technologies with an open mind can uncover valuable insights about their current talent pool in unexpected ways, offering precise answers to an organization’s most pressing workforce challenges. 

Here are a few ways that Claira is helping companies transform their organizational capabilities: 

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Suitability (Hiring)
70% of competencies are found to be transferable across industries and organizations, but very few companies understand how to make use of these insights to unlock the true power of their human capital. With quiet hiring on the rise, AI-powered solutions have the power to help organizations better identify an employee’s transferable talents and provide an accurate picture of their growth potential.

At its core, Claira utilizes advanced competency science and machine learning to generate an understandable, digital map of each employee’s strengths, weaknesses, abilities, and aspirations that are then matched to the organization’s needs. Whereas traditional 360 performance reviews are time-consuming and lack using insights directly from its built-in Marketplace, Claira can accelerate the hiring process by matching the right internal and external candidates to open roles within minutes. This helps to ensure that the best possible candidates are considered for each role, and that time-to-hire and cost is minimized.

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Employee Focused Experiences (Engagement)
In a study of 3,000 people conducted by Amazon and Workforce Intelligence, 70% of the respondents reported feeling unprepared for the future of work, citing concerns about a lack of skills (80%) or a lack of education (70%) to keep up with the rapidly evolving business environment. Furthermore, the study also found that among generational groups, Gen Z and Millennials were the most likely to leave their current employer, with 74% reporting that they would accept a lower salary if that meant they could find opportunities for skill development and career advancement at another firm.

With career progression becoming an increasingly important factor in retention, leaders need to rethink the employee experience by centering it around growth, training, and re-engagement. At its core, workforce management solutions like Claira are essential to not only identifying where such skill gaps lie, but also providing actionable training insights that can help companies get the most out of their people. Current HCM softwares tend to silo an organization’s workforce by division and job title, prioritizing productivity over outcomes by ignoring the uniquely human attributes that are transferable across organizations. 

By building on fresh, unbiased competency data sets, Claira creates an ongoing cycle of employee re-engagement by highlighting opportunities to cross-utilize and grow each individual at any phase of their employment, prioritizing business outcomes and creating a clear linkage between employee talent and company needs. 

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Succession Planning
In addition to identifying top performers and skill gaps, Claira’s machine learning algorithms can also help companies anticipate future workforce needs and identify future leaders. With the capacity to analyze large amounts of data, Claira is able to integrate nearly every form of employee data, including performance reviews, behavioral traits, and their competencies, to identify employees who have the potential to be successful in leadership roles. 

Traditional 360 performance reviews can be time consuming and lack on-demand actionable feedback that employees can use to improve their performance. With AI, both employers and employees benefit from a clear picture of what areas they need to improve if they are to succeed in a leadership role. In turn, this ensures a more robust metric for succession planning. By leveraging predictive trend analytics to identify high-potential employees, Claira helps workforce managers develop a more objective assessment of their people’s potential and create talent development programs that prepare high-performers with the skills, competencies, and mindsets needed to anticipate future business challenges and opportunities.

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Made for Humans, By Humans
‍The transparency that artificial intelligence provides in workforce planning can foster new business opportunities, risks, responsibilities, and insights—all of which can provide organizations with a unique competitive edge over rivals in today’s business environment. Claira’s end-to-end human capital map brings unrivaled visibility into your organization’s competencies and gaps, which can help leaders gain clarity and insight into the problems affecting organizational visibility, agility, engagement, and suitability.