A recent study by Forrester Research, commissioned by Experian, has identified the critical challenges for Telecommunication Operators (Telcos) in the face of the pandemic and growing digitisation of customer interaction. It appears that most Telcos have a clear understanding of what these challenges are and which measures they would like to take to tackle them. They are aiming to use new technologies and alternative sets of data to ensure a smooth customer journey, prevent fraud and improve efficiency.
Artificial intelligence is a “powerful resource for any kind of organization,” researchers Prasanna Matsa and Kusuma Gullamajji write in their 2019 report on AI’s impact on human resources. “Integration of HR practices with AI based applicants definitely have a stronger impact in enhancing the organizational performance.”
The recruitment industry has, like many service-based industries, benefitted immensely from the spread of digital tools and the integration of automation.
But as we sit on the cusp of Web 3.0, and as companies continue to rapidly digitise in the wake of COVID-19 and our new normal of hybrid working patterns and new candidate expectations, how will our industry – replete with numerous ATS providers and recruitment tech – continue to evolve?
It’s worth noting how employers are factoring in tech, and specifically AI, into the future of work.
Today, sales reps spend only 23% of their time on core sales activities and direct engagement with buyers. They spend an increasing amount of time on administrative chores like entering data into a growing number of disconnected sales tools.
Are you attracting the right talent?
We live in a different world of recruitment.
How graduate talent works, looks for jobs and wants to be hired has drastically changed in the last two years.
One thing is for sure; getting an accurate pulse on emerging graduate recruitment trends isn’t easy.
We put the legwork into identifying and summarizing those key trends for you.
After reading this article, you’ll have a huge edge in recruiting in an increasingly competitive environment.
Every conversation between your team and your customer's matters. Your employees are your greatest ambassadors—it’s important that they feel engaged and empowered to offer an excellent customer experience.
The traditional narrative of AI and automation in the contact center is that it allows it to “do more with less”—inferring that “less” relates to doing more with fewer agents.
A 2021 study by Gartner found that 88% of CSOs have already invested in, or are considering investing in AI tools and technologies for their sales teams. If your team isn’t already using AI tools, they risk being left behind. Your competitors are already using AI to optimize their processes, work more efficiently, and equip their reps with more information ahead of any sales interaction.
In today’s job market, candidate experience has to be top of mind for hiring managers. But hiring managers have a long list of tasks and don’t even have time to eat lunch, much less spend the time to send messages back and forth with candidates who may or may not drop out of the process and disappear completely anyway. We know engaging these candidates is important for keeping them in the hiring funnel, but being able to do that is a whole other issue.
How is Artificial Intelligence Used in Human Resources?
Analyzing three ways AI can help insurers weave empathy into the fabric of their enterprises.
Empathy isn’t a word consumers typically associate with insurance companies. But that doesn’t mean empathy isn’t important to policyholders. Quite the opposite: Empathy demonstrated by insurers can have a profoundly positive effect on overall customer satisfaction and brand loyalty.