This blog post summarizes a recent webinar featuring Dominik Hahn, Global Head of Group Talent Acquisition at Allianz, and Amit Bhatia, Co-Founder and CEO of Datapeople. The discussion focused on the potential for assistive intelligence to transform hiring outcomes by improving efficiency, inclusion, and impact. Reflecting on their experiences, Dominik and Amit highlighted how companies such as Allianz, a global financial services leader, invest to achieve a future featuring assistive intelligence for talent acquisition.
The power of assistive intelligence for talent acquisition
The conversation centered around a shared vision: leveraging AI as an assistant, not a replacement, for human decision-making in talent acquisition. They agreed that artificial intelligence has no place in hiring. Instead, they are investing to see the rise of assistive intelligence for talent acquisition.
Amit and Dominik both lamented the unfortunate abundance of mundane tasks that consume valuable time in today’s hiring processes. They envision an assistive intelligence built specifically for talent acquisition that will automate many of these tasks. This will free up recruiters to focus on the more strategic aspects of hiring, like building relationships with candidates and assessing their skills. This human-centric approach harnesses the potential of a responsible AI to ensure it is a tool for good, maximizing inclusivity and efficiency in the hiring process. They maintained the irreplaceable value of human interaction in talent acquisition.
A case study in talent innovation
Allianz exemplifies how even established, and compliance-oriented, organizations can embrace innovative technologies like AI. Their journey began by identifying areas where AI could eliminate redundant tasks and enhance data capabilities with appropriate safeguards.
Their journey involved exploring various solutions, including Google Voice Assistant for interview preparation in the late 2010s and more recently a partnership with Datapeople. The collaboration with Datapeople in particular has been transformative for Allianz and other Datapeople customers. Dominik shared that Allianz was testing Datapeople FirstDraft which infuses assistive intelligence for talent acquisition directly into the Smart Editor. Amit shared that this innovation empowers all writers of jobs to craft high-performance inclusive job posts in minutes. Dominik viewed this experience as a compelling demonstration of the true power of assistive intelligence for talent acquisition.
Partnering with Datapeople allowed Allianz to leverage AI tools, safely, and integrate them into existing core systems like SuccessFactors.
Data governance and security for AI
As a heavily regulated company, many at Allianz were naturally risk-averse. To overcome this, Dominik highlighted how it was paramount to prioritize security concerns and data privacy regulations. This careful approach secured their ability to work with the new technology. In doing so, they explored their vision for the future of talent acquisition. A future propelled by assistive intelligence for talent acquisition.
To protect business-critical information and customers, Allianz maintains a rigorous data governance regime, including privacy impact assessments and ethical evaluations. By doing so, Dominik shared he believes they can successfully mitigate bias risks and ensure compliance with regulations. Transparency plays a vital role. Allianz emphasizes clear communication both internally and externally (to candidates) on how new AI tools will impact the hiring process. This communication is bordering on a requirement for any company embracing AI, especially if they might be using Automated Employment Decisioning Tools, commonly known as AEDTs.
Guard rails for assistive intelligence
Both Dominik and Amit were quite clear: we must remain resolute in our focus on establishing bias prevention protections. An AI tool is only as good as its training material and, sadly, too many have been trained on datasets that feature rampant exclusionary behavior and content (think: Reddit).
To ensure adequate protection, they advocated for a human-in-the-loop approach, where AI assists but doesn’t replace human decision-making. To learn more about the human-in-the-loop and other AI approaches, check out the Responsible AI cheat sheet.
As the legal landscape for hiring continues to evolve, they strongly recommend you and your team stay aware and ahead of regulations. To help, Datapeople recently spoke with Renee Jackson, who is the Founder & CEO of Blue Oak Legal. She shared her expertise in how leaders are investing to stay ahead, and even embracing hiring compliance as their superpower.
Assistive intelligence for talent acquisition is the future
The conversation concluded with an open-ended conversation on where AI fits into the maturity of talent acquisition. As many still strive to embrace data-driven hiring, the two discussed the importance of seizing the moment (safely) with AI. Discussing Datapeople FirstDraft, Amit shared how he believes assistive intelligence for talent acquisition could be a gateway to improved embrace of data, standardization, and compliance.
Dominik emphasized the importance of this future, which he believes will power Allianz’s commitment to building diverse talent pipelines and achieving their goals of a 5-10% conversion rate by 2025, The future of talent acquisition is bright. By investing in assistive intelligence for talent acquisition, Datapeople, and its customers, are paving the way for a future of inclusive and efficient talent acquisition. To hear more expert insights from Amit and Dominik we recommend you watch the webinar. And if you’re curious about what your future with assistive intelligence looks like, request a demo.