The CEOs of the top-five most valuable firms have all revealed that their firms' future will be dominated by machine learning and AI. In order to keep up with the competition, every firm that needs to grow through innovation will also need a powerful machine-learning capability. So if your own executives are demanding growth, recruiting and individual recruiters must build their capability by becoming an machine-learning magnet. Some might not be comfortable calling it a “war.” But you better be prepared for an intense competition, because there are "just 300,000 AI researchers and practitioners worldwide, but the market demand is for millions of roles," according to Tencent. That means that there will be a competitive battle to hire experienced talent, faculty members, and the relatively small number of recent college hires in the area. The only real solution is to start immediately to develop an machine-learning recruiting process that provide your firm with a competitive advantage.
Key learning areas include:
- What skills and knowledge must an machine-learning/AI-focused recruiter have?
- How to develop a marketing centered approach to understand the machine-learning attraction factors and then a personalized persona for landing these candidates.
- How to effectively poach away currently employed machine-learning talent from firms that probably have a stronger employer brand image.
- How to use campus referrals and on-site campus ambassadors to effectively recruit college targets.
- How to effectively assess the capabilities of machine-learning candidates.
- Why a pipeline and an “evergreen” continuous hiring approach may be needed.
This highly interactive session will be led by well-known ERE.net author Dr. John Sullivan, who will answer all of your questions.
