The Axis of Talent with A.I.
For every job there won’t be a person available, but for every person in the world they’ll be a job that needs to get done.
For every job there won’t be a person available, but for every person in the world they’ll be a job that needs to get done.
That’s what I believe a future of talent with artificial intelligence platforms (AIPs) looks like, and I want to help make it happen through the positive reinforcement and mass dissemination of AI’s ubiquitous availability. “AI-UI” for short.
AI-UI is the main thrust driving the wide scale human adoption, implementation, and deployment of Generative AI and Large Language Models (LLMs) that shifts and revolutionizes talent-programming norms, attraction strategies, and legacy corporate hiring practices.
By all indications, AI is ushering in tectonic changes to the metaphysical, subatomic layers, and ontological interpretations / perceptions of *talent*, what it means to know it, identify it, have it, and hire for it.
This includes the objective and subjective ascertainments and assertions of being or not being talented (skilled) at something, as well as the deployment of artificial neural networks (ANNs) to aid in decades worth of missing (new) features that binary and analog recruiting systems get wrong.
AI for systematically decimating human biases contained in manmade, cyber sleuthing, “deep web”, talent sourcing algorithms, as well as subjective interviewing techniques, and limited (often secretive) “blackbox” hiring decisions — bridging disparate market-forces between the Acquirers of human capital and the Suppliers of human capital together into units of greater value, transparency, and autonomy.
I believe in these kinds of ethical and moral ideals because, in many ways, the future merge of AI and Talent (aka AI-in-Talent) is already here.
I am optimistic about the strategic economic value it creates for billions of people, especially when it comes to the basics of survival such as jobs, labor, hiring, skills, competency evaluation, equity preference, screening, recruiting, careers, and of course — individual talent.
As our servant, AI serves us a weapon of peace, liberating us from the “war for talent” and abstracting away counterproductive talent scarcity belief systems, memes, marketing, and overdone window-dressing themes like employment branding.
Block by block, and from the ground up, AI is a rebuilder of the essential inputs and outputs of the hr-tech stack/ecosystem, eliminating the commodification and homogenization of individuals, doubling down on a person’s *niche* more easily, translating explicit and tacit knowledge into tangible skills, and rendering the creation of “natively select diversity sets”, which I will get into more later.
AI is the proverbial scaffolding to recruitment’s building facade that will undergo major repairs, remodeling and renovation, making changes and improvements not only to its exterior appearance, but updating the interior materials as well, modifying the architectural features, adding or altering windows and doors, and enhancing the overall aesthetic appeal of the building's front and back.
You can’t squeeze water from a rock so invent a new rock
The problem of the future to solve is not “talent shortage” per se, but talent abundance. Job abundance, talent abundance, hiring abundance, skills abundance, labor abundance, career abundance - - and how we cope confidently with this new challenge becomes, I believe, one of the greatest problems of all-time to have the privilege of propagating and solving with AI.
This is what I believe when it comes to AI puncturing and piercing current, dysfunctional recruitment norms — creating 10,000x MORE value, ROI, data, and ‘things to think about’ within Human/Job capability systems and platforms for accessing new economies and pathways to Web3.
A place where every job in the world won’t render talent, but for every person (*talented* or not) they’ll be a job that needs to get done.
To break with falsely perceived talent scarcity norms, “top-talent wars”, and recruiting FOMO, AI works to invert many of these problems by exposing and generating self-perpetuating *talent landscapes* and *loops*, abundance vis-à-vis Talent Expanse Diameter Systems (“TEDS”), personalized talent-apps🤳🏾, programmatic and native talent-language authentications, zero-unemployment schemas, and a host of new plugins, integrations, applications, and unforeseen adaptations powered by, and through, LLM-powered chatbots.
As a native technology liberator, AI might not close the skills gap directly but it can invent new skills and new jobs, loosen up tight labor markets, and positively alter the mess that’s been piling up since analog (inbound-heavy) ATS recruiting acquired its supremacy in the early 2000s — now on the edge of a quintessential and potential innovator's dilemma meltdown.