IBM leverages AI to predict when an employee wants to leave

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

One of the major concerns of companies today is the finding the best talent management in order to attract desires profiles, but also to retain internal talent that can be 'tempted' by the competition. In this sense, technologies related to Artificial Intelligence have already shown advantages related to these two issues.

Recently, Uniliever brought to Spain a system based on Artificial Intelligence (AI) in order to facilitate the quick identification of the most suitable candidate for the position offered. In this way, the company made known some of the benefits of this intelligent technology, beyond the automation of processes.

According to sources of the company, four young graduates have started their professional career at Unilever Spain, after overcoming a recruitment process initiated last spring, which led to evaluate more than 3,000 candidates. Their evaluation was based on their skills in a dozen online games and the potential that an AI program identified in them, during a digital interview. In this way, Unilever left aside the evaluation of the academic curriculum of the candidates, as well as their previous work experience, to take into account other factors that have also begun to prioritize technology companies: critical skills, some of them linked to the field social but also technical.

IBM, however, recently announced in an interview with CNBC the use of AI to predict the flight of talent from the company. This was reported by its CEO, Ginni Rometty, for whom this new system has become a key tool in terms of retaining talent.

According to Rometty, IBM receives about 8,000 daily résumés, so fast data management has become a maxim for the organization. A task that technology has facilitated, along with the improvement of the management that the company makes of its internal talent. In this sense, the directive said that a "wear prediction program" has been patented, aimed at identifying the risks that may exist when an employee wants to leave and the possible solutions to the problem.

Thus, the company not only seeks to anticipate the decision-making of a worker, but to know the causes and improve the experience of their professionals within the organization to reduce intention to leave. It's something that also affects the reputation that the company projects to potential talent while still allowing the company to save on costs. In this sense, according to the CEO, the AI that manages IBM has helped save $266 million in retention costs.

Along with this, the directive also confirms a fear that professionals responsible for the management of people have: their elimination. In this case, although its function is still key for IBM, the volume of the department's staff has been diminished. According to Rometty, the size of its human resources department has been reduced by 30% worldwide. What is not specific is whether these professionals have been displaced to other functions within the organization or if they have been dispensed with entirely.

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

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