VIDCAST: Keep Your Best People Longer with Opportunities to Thrive

Of the millions of workers who quit their jobs over the last two years during the Great Resignation, many cited lack of opportunity for advancement as a major factor. Employees saw investment in their professional development as validation that their contributions were valued and rewarded; its absence sent the opposite message.

Today’s HR leaders must strategize how to hang on to their best-fit hires so they become long-term employees. Much of this comes down to providing a vision for future opportunities in the form of roles, projects and gigs that will utilize, challenge and develop a worker’s skills.

In this session, Co-founder and CEO Dr. Shay David and Chief Research Officer Ben Eubanks of Lighthouse Research discuss how organizations can build a mutually beneficial path forward for valued talent. Their conversation covers:

  • How HR tech can counter today’s quit rates 
  • The connection between internal opportunities and worker retention
  • What we can learn from Great Resignation data
  • The DRIP Problem: Data Rich, Information Poor
  • Implications of the new employer-employee dynamic
  • How AI enhances the human experience at work
  • The importance of Responsible AI and explainability
  • Tips for HR leaders new to using AI-driven tech
  • Talent scarcity as a business problem, not just an HR problem
  • How HRs and hiring managers can align to optimize Responsible AI solutions




VIDCAST: Sourcing and Screening at a Time of Talent Scarcity

In the wake of the Great Resignation, the war for skilled workers rages on, with more open roles than there are job seekers to fill them. Candidates are willing to wait it out to find best-fit roles, demanding (and receiving) higher compensation, more flexibility, community, and an inclusive culture before accepting a full-time job at a traditional employer.

Meanwhile, an open role represents significant costs for an enterprise through both productivity and financial losses; numbers that only compound with each passing day. To avoid such pitfalls, a long-term strategy is needed to navigate today’s talent shortage. 

In the short term, there are immediate measures HR leaders can put in place to get the right people in the right places quickly. These include sourcing and attracting talent through creative recruitment, broadening the talent pool to include active and passive candidates, looking internally for employee mobility opportunities and focusing on skills-based hiring within all of these channels.

In this session, co-founder and COO Isabelle Bichler-Eliasaf and Chief Research Officer Ben Eubanks of Lighthouse Research discuss how AI can invigorate and expedite the sourcing and screening process to help HR leaders hone in on best-fit, diverse candidates faster. Their conversation covers:

  • The biggest hiring challenges today and how HRs are managing them
  • What factors have caused today’s talent shortage
  • The importance of career-pathing opportunities in attracting talent and keep employees engaged
  • How AI and skills-matching can build a talent marketplace to fuel internal mobility
  • How AI can enhance the human experience at work and strengthen DEI goals
  • What constitutes Responsible AI and how does HR tech balance automation and fairness
  • Ben’s 2023 predictions for HR




Update: Responsible AI and the NYC Audit Law Pushed to Q2

UPDATE: The Automated Employment Decision Tool (AEDT) Law (Local Law 144) slated to take effect in New York City, on April 15th will be delayed until May 6, 2023.

On Monday, December 12, 2022, the New York City’s Department of Consumer & Worker Protection (“DCWP”) announced the Automated Employment Decision Tool (AEDT) Law (Local Law 144) slated to take effect in New York City, on January 1st will be delayed until April 15, 2023.

Created to ensure organizations using automated / AI-based hiring tools proactively protect against potential or unintended bias in the processing of candidate information or hiring decisions, the law requires organizations using such tools to comply with mandatory independent audits of AI systems and transparency about their use with candidates. With only months to go, this means the time for enterprises to evaluate their systems for ethical, Responsible AI is now. 

Learn how this law impacts HR Leaders everywhere, not just in NYC >>

Despite its designation as a local law, HR leaders everywhere must remain engaged in tracking its evolution. New York City is the epicenter of the business world, if an enterprise operates and has employees or is hiring employees in NYC this regulation applies to them.

So why the delay? 

The New York City Department of Consumer and Worker Protection (DCWP) is overseeing the rollout of the law. They say the delay is due to the high volume of public comments generated by a public hearing held in November. A quick review of the department’s website shows well over 100 pages of feedback and inquiries stemming from that hearing, including comments submitted by The DCWP aims to review all input before planning a second hearing.

What sort of questions came up? 

Numerous points were raised, ranging from what specifically defines an AEDT to how regulation can remain effective without stifling innovation. A few specifics included:

  • What sort of qualifications and certifications will be required to select and authorize an independent auditor? 
  • How will data size be figured into the equation, given that some businesses won’t possess the robust data set necessary to accurately determine bias?
  • What options are available to candidates who opt out of the AI-based systems, as is their choice? How will they be assured equal consideration in the hiring process?

A second public hearing will be planned for the first quarter of 2023. In the meantime, we’ll keep you updated in our Responsible AI Hub, where you can also learn what constitutes unbiased, Responsible AI, what to look for in an HR Tech vendor to ensure compliance, and how uses the five pillars of Responsible AI to support the growth of a skilled, diverse workforce.  

To experience a personalized walkthrough of how can help you reach your HR goals, visit us here.

Additional resources

  • Responsible AI and the NYC Audit Law: What You Need to Know Before 2023 – On-demand webinar
  • Responsible AI: Why It Matters and What HR Leaders Need to Know – On-demand webinar