Are you considering any changes to your talent strategy that would've seemed unimaginable a year ago as a result of the rapid progress in generative AI?
CIO in Telecommunication, 1,001 - 5,000 employees
We are looking into what opportunities AI might offer and how our current workforce can leverage these tools to enhance their productivity and value. I think increasingly, regardless of your position in an organization, technical skills and talent are coming to the forefront, becoming part of the minimum requirements. It won't be long until having a functional knowledge of AI tools sits alongside tools like spreadsheets and word processors. President in Software, 51 - 200 employees
We expect to get more output per senior-level engineer/architect and probably will require fewer junior-level engineers because so much of the work can be automated or dramatically accelerated. At a minimum, we believe we’ll be able to do more work with fewer people, and are already seeing evidence of that both by using ChatGPT generative AI and OpenAI’s API integrated with our cloud management platform (cascadeo.io) for our customers and own operations. Generative AI is already the most disruptive and transformative innovation of our lifetimes.Worldwide Strategy & Portfolio, Cross Industry (Supply Chain, ESG, Engineering, Customer Experience, Intelligence Automation, ERP) in Manufacturing, 1,001 - 5,000 employees
These are the areas I recommend to review: - What is the demographic of your workforce, what do they expect of you as an employer for growing their skill set and to be seen as an emploer of choice ( GenZ doesn't want old, non-evolving tech in their roles, for example).
- What are your retention, training, recruitment and change magement strategies? Do they align with the future of workforce and culture that you are trying to create? Culture matters to most job seekers. This is an important aspect.
- When you are replacing current roles (or creating new ones), are you thinking outside of the box and hiring say data analsysts as opposed to an industry/process expert?
CTO in Healthcare and Biotech, 11 - 50 employees
Yes. Before we did a code challenge for the candidates and would it take at most 3 days. Now we do code challenges live, and with that, we can assure that the candidate won't be using a generative AI tool.Also, hiring an Engineer with a prompt engineering mind also appeals to us.
Content you might like
Important solution for today’s way of working52%
Interesting idea to explore for 202242%
Not necessary6%
214 PARTICIPANTS
Yes, we use external talent agencies often29%
Yes, we use external talent agencies rarely52%
No, we only leverage internal staff16%
Not sure, I see people come and go not sure if they are internal staff or external talent2%
863 PARTICIPANTS
CTO in Software, 201 - 500 employees
Without a doubt - Technical Debt! It's a ball and chain that creates an ever increasing drag on any organization, stifles innovation, and prevents transformation.Community User in Software, 11 - 50 employees
organized a virtual escape room via https://www.puzzlebreak.us/ - even though his team lost it was a fun subtitue for just a "virtual happy hour"