Diagnostic deep dive, 4 themes of AI adoption in enterprise, Product manager career ladders and why a career in Human Resources is making you miserable...
Lack of Ai integration and implementation is a complex problem specifically to HR/TA.
1- HR/TA people are not the most technical bunch and a bit shy of ‘massive’ change. Just look at how long it took before GDPR was implemented. They typically start asking Legal what to do.. and then they wait…. No further steps until an answer is given. Then they go to infosec, same issue, then to IT… by then they are months and months along the road and nothing happened.
2- then someone needs to be responsible and actually do something….. this is where the delegation game begins.
3- and that’s just a compliance thing. Now imagine actually adopting technology that poses a slight risk… nobody touches it.
I’m lucky, we’re using a quite full AI stack… but it’s not easy to setup up, maintain, train people on.
And then there is a weird phenomenon in TA especially:
The tool is implemented, demo’s are provided, and then…..Nobody uses it?!
The tools isn’t used, and leadership/finance pulls the plug after seeing the usage statistics.
What I often hear is
‘I always used LinkedIn and that works for me’
‘I rather write a job ad myself, I don’t need help’
‘Why would I use chatGPT, just typing it is faster’
‘It takes to much time to create automation’
‘It’s such a hassle’
‘It’s too complicated’
‘If it ain’t broke, don’t fix it’s
‘We’ve always done it like this and it works’.
It’s imho almost lazy and rather backwards thinking.
Let’s not put effort in something that will help me futher along the way.
And that in it’s own is a TA mindset for many people as a lot of TA people, including leaders look at short term wins, short term solutions… we fill headcount first.
While the solution should be:
Let’s get someone from the team or external to build out process, tools, training, and build a strong foundation that we can build on for the future
Lack of Ai integration and implementation is a complex problem specifically to HR/TA.
1- HR/TA people are not the most technical bunch and a bit shy of ‘massive’ change. Just look at how long it took before GDPR was implemented. They typically start asking Legal what to do.. and then they wait…. No further steps until an answer is given. Then they go to infosec, same issue, then to IT… by then they are months and months along the road and nothing happened.
2- then someone needs to be responsible and actually do something….. this is where the delegation game begins.
3- and that’s just a compliance thing. Now imagine actually adopting technology that poses a slight risk… nobody touches it.
I’m lucky, we’re using a quite full AI stack… but it’s not easy to setup up, maintain, train people on.
And then there is a weird phenomenon in TA especially:
The tool is implemented, demo’s are provided, and then…..Nobody uses it?!
The tools isn’t used, and leadership/finance pulls the plug after seeing the usage statistics.
What I often hear is
‘I always used LinkedIn and that works for me’
‘I rather write a job ad myself, I don’t need help’
‘Why would I use chatGPT, just typing it is faster’
‘It takes to much time to create automation’
‘It’s such a hassle’
‘It’s too complicated’
‘If it ain’t broke, don’t fix it’s
‘We’ve always done it like this and it works’.
It’s imho almost lazy and rather backwards thinking.
Let’s not put effort in something that will help me futher along the way.
And that in it’s own is a TA mindset for many people as a lot of TA people, including leaders look at short term wins, short term solutions… we fill headcount first.
While the solution should be:
Let’s get someone from the team or external to build out process, tools, training, and build a strong foundation that we can build on for the future