Wednesday, February 12, 2025

Exclusive: HR Expert Vikas Vats Speaks on Hiring in the Times of AI

“AI-powered screening, virtual assistants, video interviewing, and bias reduction reshape the hiring landscape”

Introduction: Did you know that the future of HR professionals lies in a diverse skill set that combines digital literacy, data analysis, and an agile mindset? In a transformative interview at our Exclusive Section  ‘The Industry Innovators’ Vikas Vats, Founder – HR Association of India interacts with Senior Journalist Mahima Sharma, as he delves into the emerging skills and technologies that will shape the HR landscape in the next decade. From managing digital HR systems to fostering inclusive workplaces, he provides invaluable insights on how HR professionals can optimize their people, processes, and technologies to thrive in the evolving workplace.

Mahima: Considering the transformative impact of technology in the last decade, such as the widespread adoption of social media, what emerging skills do HR professionals anticipate will be in high demand over the next decade?

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Vikas Vats: I see that in the next decade, HR professionals will require a diverse set of skills to navigate the evolving workplace. Firstly, digital literacy will be crucial as HR professionals must adeptly use digital tools and platforms for streamlined processes and data-driven decision-making. Secondly, data analysis and interpretation will be highly sought after to extract valuable insights from HR metrics and employee feedback, enabling strategic decision-making and improved performance. Additionally, expertise in HR analytics and predictive modelling will prove valuable for identifying patterns, predicting outcomes, and optimizing HR processes.

With the rising adoption of HR technology, I am sure that managing digital HR systems will also be essential. HR professionals need to implement and optimize HRIS, applicant tracking systems, and learning management systems effectively. Moreover, employee experience design will play a critical role in creating a positive and inclusive workplace culture throughout the employee lifecycle.

Also, an agile mindset will be necessary as HR professionals adapt to change, embrace new practices, and foster a growth mindset. Cultural intelligence and diversity management skills will be in demand to create inclusive workplaces and manage diverse teams effectively.

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Given the increasing prevalence of remote work, I surmise HR professionals should understand virtual collaboration challenges and effectively manage remote teams while ensuring employee well-being. Change management skills will be highly valued as HR professionals lead organizational transformations and support employees through change.

Lastly, I emphasize the ethical considerations, which will be paramount as HR professionals navigate the responsible use of technology, addressing data privacy, fairness, and bias issues.

Mahima: With the AI boom shaping workplace hiring, what does hiring in the future look like, say in the next three years? 

Vikas Vats: The AI boom is no doubt revolutionizing the hiring process, and over the next three years, we can expect significant changes in how organizations approach talent acquisition. 

Firstly, I believe that AI-powered resume screening and applicant tracking systems will become even more prevalent. 

These systems leverage natural language processing and machine learning algorithms to analyze resumes, assess candidate qualifications, and identify the best fits for specific roles. This automation will expedite the initial screening process and enable recruiters to focus their time and attention on the most promising candidates.

Secondly, I foresee an increased utilization of AI-powered chatbots and virtual assistants for candidate engagement and communication. These intelligent bots can handle initial candidate queries, provide information about the organization and open positions, and even conduct preliminary assessments. They offer round-the-clock availability, personalized interactions, and faster response times, enhancing the overall candidate experience.

Moreover, I believe that AI will play a significant role in conducting candidate assessments. AI-powered assessment tools can evaluate candidates’ skills, cognitive abilities, and even their cultural fit through techniques like video analysis and sentiment analysis. These assessments provide objective and standardized evaluations, helping organizations make informed hiring decisions.

I also anticipate the continued growth of AI-powered video interviewing platforms. These platforms employ facial recognition and sentiment analysis to assess candidates’ non-verbal cues, expressions, and communication style. This technology enables organizations to conduct remote interviews efficiently and make more accurate assessments of candidates’ suitability for the role.

Last and not the least, I believe that AI will assist in the diversification and reduction of bias in the hiring process. AI algorithms can help identify and eliminate biases in job descriptions, resume screening, and candidate assessments. By training AI models on diverse and inclusive datasets, organizations can strive for fair and equitable hiring practices.

Mahima: How can organizations proactively prepare their existing workforce for these new-age skill requirements? 

Vikas Vats: Proactively preparing the existing workforce for new-age skill requirements is crucial for organizations to thrive in the evolving business landscape. Here are some strategies that I suggest.

I believe organizations should invest in upskilling and reskilling programs. By identifying the emerging skills needed in their industry, organizations can offer targeted training initiatives to help employees acquire the necessary competencies. This can include internal training programs, external partnerships with educational institutions or online learning platforms, and mentorship opportunities.

Along with this, organizations should encourage a culture of continuous learning. This can be achieved by promoting self-directed learning, providing access to learning resources, and creating a supportive environment where employees feel empowered to upskill. 

Organizations should also provide opportunities for hands-on experience and practical application of new skills. This can involve assigning employees to cross-functional projects, job rotations, or stretch assignments that allow them to apply and develop their newly acquired skills in real-world scenarios. By fostering a culture of experimentation and learning through practice, organizations can ensure the effective utilization of new skills.

Promoting a growth mindset among the workforce is also important for organizations. Emphasizing the value of learning, adaptability, and embracing challenges can create a workforce that is open to acquiring new skills and welcomes change. Leaders should model this mindset and encourage employees to take risks and learn from failures.

Most importantly organizations should establish a feedback and performance management system that recognizes and rewards employees who actively pursue learning and acquire new skills. 

Mahima: What kind of ‘soft skills’ will be necessary in the new-age technology-driven workplace? What other skills will be necessary for people to thrive in a technology-driven era?

Vikas Vats: See Mahima, In the new-age technology-driven workplace, certain soft skills will surely be vital for individuals to succeed and thrive. Adaptability and agility will be crucial to start with because, with technology advancements and evolving work environments, individuals need to embrace change, be open to learning new tools and systems, and quickly adapt to shifting circumstances.

Effective communication skills will be more important than ever. As technology enables virtual collaboration and remote work, individuals must be adept at communicating clearly and concisely through various digital channels.

I also foresee that problem-solving and critical thinking skills will be highly sought after. In a technology-driven era, individuals must be able to analyze complex situations, think creatively, and come up with innovative solutions to challenges. The ability to navigate ambiguity, make data-informed decisions, and think strategically will be essential.

Emotional intelligence will also play a significant role. As technology takes center stage, individuals who can demonstrate empathy, understand and manage their emotions, and build strong relationships will be highly valued. Emotional intelligence enables effective collaboration, leadership, and the ability to navigate diverse and inclusive workplaces.

Digital literacy is a must. Individuals need to be comfortable with digital tools, platforms, and data analysis to thrive in a technology-driven era. Continuous learning and a growth mindset will also be crucial, as individuals must stay updated on emerging technologies and be willing to acquire new skills throughout their careers.

Mahima: Cybersecurity and data privacy are crucial concerns for tech-based startups. How can HR collaborate with IT and other departments to ensure employees are adequately trained and aware of security protocols?

Vikas Vats: In today’s tech-driven world, cybersecurity and data privacy, sans any doubt. have become major concerns for startups. To effectively address these challenges, collaboration between HR, IT, and other departments is a must. As we know, HR plays a crucial role in ensuring that employees are adequately trained and aware of security protocols. In my opinion HR needs to closely collaborate with IT and other departments to achieve this goal.

HR needs to develop comprehensive cybersecurity training programs. This includes identifying the specific security risks and threats faced by the organization and tailoring the training content accordingly. By collaborating with IT, HR can ensure that the training covers relevant topics such as password hygiene, phishing awareness, and safe browsing practices.

HR can also facilitate regular communication and collaboration between IT and employees. This can be achieved by organizing workshops, seminars, or brown bag sessions where IT professionals can share insights, best practices, and real-life examples of security breaches.

Technology can also be leveraged by HR to reinforce security awareness. By partnering with IT, HR can implement regular simulated phishing exercises to test employees’ ability to identify and report suspicious emails.

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To address the issue at the outset, HR can incorporate cybersecurity and data privacy into the employee onboarding process. Through this initiative HR ensures that new hires are equipped with the necessary knowledge and skills from the outset.

All these possibilities show that HR’s collaboration with IT and other departments is vital to ensuring that employees are adequately trained and aware of security protocols. 

Mahima: Mental health and work-life balance have gained increased attention in recent years. How can HR create a supportive environment for employees in tech startups, considering the fast-paced and demanding nature of the industry?

Vikas Vats: Absolutely true, mental health and work-life balance are crucial in the tech industry. HR can take several steps to create a supportive environment.

Starting with implementing flexible work arrangements such as remote work, flexible hours, or compressed workweeks allows employees to better manage their personal and professional lives. It promotes a healthier work-life balance and reduces burnout.

After this HR can foster a culture of open communication and psychological safety. Regular check-ins, one-on-one meetings, and anonymous feedback channels enable employees to express their concerns and seek support when needed. Creating employee resource groups or support networks can provide a sense of community and assistance for those facing similar challenges.

Apart from all these, training managers and leaders to be empathetic and understanding is vital. HR should provide workshops or resources to help managers recognize signs of burnout, stress, or other mental health issues.

Offering wellness programs and mental health initiatives shall also be in the pipeline. Workshops on stress management, mindfulness, or providing access to counselling services shall surely help. Promoting wellness activities like yoga or meditation sessions also contribute to a supportive work environment.

Here I would emphasize that HR should lead by example. By encouraging work-life balance among their own team members, HR professionals demonstrate the importance of prioritizing mental health and well-being.

We need to remember that creating a supportive environment is not just the responsibility of HR but of the entire organization. Together, we can ensure that employees in tech startups thrive both personally and professionally.

Mahima: The gig economy and freelancing have become prevalent in the tech sector. How can HR adapt policies and practices to effectively engage and integrate contract workers or freelancers into the company culture and projects?

Vikas Vats: I think Engaging contract workers or freelancers is not only crucial and challenging, it also requires HR to evolve its policies and practices. For starters, it’s sacrosanct to establish clear expectations and objectives for these workers. HR can involve hiring managers and project leads to define the scope of work, deliverables, and timelines.

Providing a comprehensive onboarding process, including orientation sessions, access to necessary tools and resources, and a point of contact for any questions or concerns, ensure a smooth integration into the company.

After this HR should foster effective communication channels. Regular check-ins, virtual meetings, and project updates keep contract workers engaged and connected. It’s very essential to make them feel like part of the team by including them in relevant team meetings, events, or social gatherings, either in person or virtually.

To these workers also HR should offer professional development opportunities. Providing access to training programs, online courses, or industry conferences not only enhances their skills and engagements but also demonstrates the organization’s commitment to their growth and success.

To step it up HR can encourage knowledge sharing and collaboration. Platforms like intranets, project management tools, or communication channels facilitate the sharing of ideas, best practices, and resources among contract workers and full-time employees. This would create a sense of community and teamwork.

Lastly and most importantly, recognising and appreciating the contributions of contract workers should be done regularly. HR needs to implement a system to acknowledge their achievements, this may include performance-based bonuses, certificates of recognition, or even inclusion in employee appreciation events.

Treating contract workers with respect and inclusion not only benefits the organization but also creates a positive experience for them. This will lead to better outcomes and stronger relationships in the gig economy.

About Vikas Vats

Vikas Vats is the Founder – HR Association of India & VATS Consulting. He specialises in helping organizations optimize their People, Processes and Technologies and claims to have worked with over 200 organizations to date. 

Disclaimer

The opinions expressed within this interview are the personal opinions of the protagonist/protagonists. The facts & statistics, the work profile details shared by the protagonist/ protagonists do not reflect the views of TechThirsty or the Journalist. Neither TechThirsty nor the Journalist hold any responsibility or liability for the same.

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Mahima Sharma
Mahima Sharma
Mahima Sharma is an Independent Senior Journalist based in Delhi NCR known for her multi-niche news reach. She has been in the field of TV, Print & Online Journalism since 2005 (earlier additional three years in the allied media). With a rich professional history at CNN-News18, ANI - Asian News International (in collaboration with Reuters), Voice of India, and Hindustan Times, Mahima is also the Founder & Editor of The Think Pot. Recipient of various awards for different works beyond journalism as well, Mahima Sharma was conferred with the REX Karmaveer Chakra (Silver) 2023, presented by iCONGO in partnership with the United Nations. Known for her Digital Media Strategy skills, in 2022 she was assigned the pivotal role of Entrepreneurship Education Mentor at Women Will, a Google-backed program in collaboration with SHEROES.

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