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In his previous blog, Kevin Blair, IBM’s Head of Global Talent Acquisition, revealed his top 5 talent priorities for IBM Talent Acquisition for the remainder of 2019.
Kevin has been speaking across the globe at popular HR and Talent events about the state of IBM’s transformation journey to reinvent the talent acquisition function. With major disruptions in technology arriving throughout 2019, Kevin has come up with 5 pieces of advice for talent leaders and professionals on how to better utilize technology to their advantage and upskill their role in 2019.
1) Embrace constant piloting
It’s easy to wait for an innovation to be entirely optimized before implementing it. However, piloting innovations supports a culture of learning and challenging the norms. Let your innovations gain momentum and grow organically; it will eventually become a permanent part of your team’s culture that will drive success.
2) Assess the way you work
Think about the ways in which you work, and then think about how you can do it faster and nimbler. In the past, the talent function was constant at its core. As emerging technology requires the function to upskills and think of new operating models to support the changes, we saw new roles emerging. On one hand, we have Agile teams focused on working in an accelerated, project-oriented way to handle a backlog of highly strategic roles. Conversely, we also have teams, augmented with data form AI, that work on roles nine months out to anticipate and fill key roles of the future. By self-evaluating the ways you work, you can easily figure out the talent acquisition role that best utilizes your skills and potential.
3) Upgrade legacy technologies
Now is the time to consider your short and long-term plan to upgrade your legacy technologies. When organizations initially consider new technology, they immediately look at capital expenditure. But through modernizing your company with technology that disrupt, you’ll see a quick and notable return on investment.
4) Continue to upskill the talent function
AI-enabled technologies are creating opportunities for recruiters to work faster, smarter, and with more agility. If you leverage agile methods, collaborate through partnerships, augment your role with new technology like AI, and act like a data poet (by integrating sourcing, IO psychology, and AI together), you’ll enhance the recruiting experience and process for yourself, your hiring managers, and the candidates you engage with.
5) Build both soft skills and technical expertise
You need both types of these skills to better understand your network of needs, your talent pool, and how they intersect. You can improve your soft skills by becoming deeply involved with the business and making sure to fully understanding business objectives, so you can match your priorities with those of the business. You should also become a domain expert in your area because knowing the business is vital to becoming a thought leader and trusted talent advisor. And to build up your technical skills, you should learn how to work in a more agile way, be a design thinker, and use data from AI to improve predictability. Together, these soft and technical skills will help with your self-improvement, and at the same time, the improvement of the business.
If you want to hear more from Kevin, IBM’s Global Head of Talent Acquisition, follow him on LinkedIn here.