James is interested in a new career opportunity. He starts his search by reviewing a few prospective companies’ career sites to see what opportunities are available. Using the standard search functionality on the first site, he doesn’t find any relevant opportunities.
The next company career site is augmented with a Cognitive Virtual Assistant named Amy. Upon his arrival to the page, Amy greets him and starts asking questions to understand his job experience and preferences. In less than a minute, Amy presents him with relevant job opportunities. She also supports him as he completes the application process.
The Onboarding Process
After James verbally accepted his job offer, he’s ready to complete the documents in his offer package. He has a few questions regarding the forms, but thankfully Amy is available to provide him with the help he needs so he can return his documents quickly and correctly. Whenever James has any questions about the company or his onboarding, Amy is available to answer them or point him the right direction to find the answer.
I’m sure you’re wondering, how is this possible? Let me explain. James’ employer worked with IBM to teach Amy about its recruitment and employment processes so that she is able to answer any questions he has. They also provided Amy with access to their internal employee network so that she can refer new employees like James the right person if there is a question she cannot answer.
Learning and Development
IBM Cognitive Capabilities continues supporting James throughout his employment by offering personalized learning opportunities specific to his skills and experience. IBM’s learning portal powered by IBM Cognitive technology understands his existing skill set upon hiring to recommend learning opportunities that will help him develop in his career.
Furthermore, James can ask for development plans that will support his transition to other roles in the company, based on the progression of other employees. In addition to simplifying access to learning and optimizing the utilization of the company’s learning catalogue, it also pulls in external social learning content to support James’ development.
Now whenever James needs support, he can connect with Amy to find answers quickly—alleviating the need to always turn to his manager or struggle through complex searching.
In my next and final blog in this series, I will focus on how IBM Cognitive Capabilities can help streamline data to help Sasha, a Talent Acquisition Leader, make more informed workforce decisions.
Stay tuned and get started
Until the next blog, find out how cognitive can help you.
IBM helps organizations fundamentally redesign processes, experiences and infrastructure to create new sources of value and drive greater efficiencies through Digital Reinvention™. Our consultants help you apply advanced technologies embedded with AI, automation and analytics to modernize enterprise IT infrastructure and optimize operations.
What is your current role for IBM Talent Acquisition Optimization? I am leading go-to-market sales efforts across Middle East and Africa for TAO, a role which has broadened across our Talent and Engagement (T&E) offering over the last six months.
Hiring manager engagement is critical to transforming talent acquisition. Occasionally, a new vacancy comes to the attention of the perfect candidate at the very moment he or she is looking for their next career move.