Nothing Artificial About the Knowledge Shared at the TAtech AI Summit

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Attended by corporate HR and Talent Acquisition execs and industry CEOs and their direct reports as well as academicians and analysts, the second annual TAtech Leadership Summit on AI & Machine Learning in Talent Acquisition was held in sunny Tempe, Arizona on March 6 with a Welcome Reception the evening before.

TAtech CEO Peter Weddle kicked things off by acknowledging that those attending the Summit from companies with AI and machine learning-based products for recruiting were probably asking themselves, “Why am I at a conference with a bunch of my competitors?” The answer, he said, was simple but critical to business success. Companies come to the Summit because they recognize that “a rising tide lifts all boats.” When competitors collaborate – especially during the early years of a new technology – they establish a foundation of generally accepted best practices, KPIs and standards that benefit each company individually and all companies collectively.

Similarly, Weddle acknowledged that the employers at the Summit were also probably asking themselves a question. They wanted to know “why am I at a conference with a bunch of vendors?” The answer to this question, he said, was also simple, but critical to recruiting success: “The superficial, drive-by conversations that you have at exhibit booths during traditional recruitment conferences are about as informative as a brick.” Employers want genuine thought leadership from a conference, especially one focused on a new recruiting technology. They expect both hype-free information on the capabilities and limitations of the technology and a dialogue that enables them to communicate their needs, requirements and constraints to the companies developing the technology.

That’s exactly what the TAtech AI Summit and its Founding Sponsor are all about. The conference is specifically designed to be an intimate setting that promotes both collaboration and thought leadership among senior level representatives of both solution providers and employers, enabling them to better tap the power and promise of this extraordinary new technology. Here’s some of what they heard.

Andy Luse, Partner at McKinsey & Company, discussed AI and the New Workforce.

Research at the McKinsey Global Institute has determined that “Fifty percent of all human work-related tasks could be automated with currently available technology.” Those tasks are found in virtually all professions, crafts and trades and at all levels in a business organization.

In fact, he noted, twenty-five percent of a typical CEO’s tasks could now be done by a machine. What does that mean for the workers below the c-suite? In McKinsey’s estimation, upwards of 375 million jobs will be lost to intelligent machines by 2035. [If you’d like a more complete picture of this massive restructuring of work, get Peter Weddle’s new book, Circa 2118: What Humans Will Do When Machines Take Over.]

Athena Karp, CEO at HiredScore, took a look at What Innovators Have Learned About Applying AI to Talent Acquisition.

She noted that AI adoption is just now “crossing the chasm” moving beyond the work (and resulting use cases) of innovators in the field and into the more broadly visible and repeatable applications of early adopters. We are still well short of even the Early Majority Stage, she noted, but there is a growing sense of inevitability that is accelerating deployment of the technology.

Among the emerging uses of the technology, she noted, was its ability to help job seekers find other roles besides those they identify within an employer’s organization. That would help deter the loss of potentially viable candidates due to their truncated perspective of how their skills and knowledge might be applied in the workplace. Similarly, the technology could help employers find internal or external candidates who are not qualified for a job opening based on its specified requirements, but have overlapping, alternative or complementary skills and knowledge which could enable them to quickly achieve a satisfactory performance level with a modest amount of additional training.

Fred Goff, Founder & CEO of, explored Job Search in the Age of Data Science & Machine Learning.

Jobcase has become the fourth most visited career site on the Internet and now boasts over 100 million members. The goal of the organization, he noted, was to use data science and machine learning to build a community and support infrastructure for “all the workers who aren’t on LinkedIn.“

Such a platform is more necessary than ever as technology disrupts traditional career paths and even entire professions, crafts and trades. A survey of Jobcase members, for example, found that just half of the respondents felt their K-12 background prepared them for their job today, and less than a quarter said that they thought their education was sufficient for the jobs of tomorrow. However, knowing what additional education to acquire, where and when to do so, and then how to leverage it into a new job is hardly a trivial exercise, so support systems must be created to help them through that process, one they will likely have to navigate multiple times during their career.

That’s just a sample of the data, insights and lessons learned that were shared at the TAtech AI Summit. Click here to see the entire agenda. And, mark your calendars for early March 2020, when TAtech will hold the third annual Leadership Summit on AI & Machine Learning in Talent Acquisition.


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