Module 8: Portfolio Project

Running head: PORT MILE1 OP1: ACQUIRING AND RETAINING TALENT 1

Port Mile1 Op1: Acquiring and Retaining Talent

Sean Bender

HRM570 – Global Human Resource Management

Colorado State University – Global Campus

Dr. Tiffanie Deloach

February 16, 2020

PORT MILE1 OP1: ACQUIRING AND RETAINING TALENT 2

Port Mile1 Op1: Acquiring and Retaining Talent

The contemporary business climate is likely more extensive than it ever was, which,

logically, could be a result of increased globalization of companies, firms, corporations, and the

like. With travel being what it is these days, it is a primary enabler of the transcultural,

transnational, and transcontinental world that now exists. The growth of transportation and travel

is a result of technological advancement, treaties, and peoples’ desires to make themselves and,

by extension, their companies more profitable (Aguirre, Koehler, Joshi, & Wilhelm, 2018). It

should be obvious to even the most casual observer that when a person wants something, and

they have the resources to get it, they will try as hard as they can to get it. Such is the case

concerning organizations and those who run them.

Although the accumulation of wealth so drives not everyone, there is a large enough portion of

the worlds’ population that is not; they love what they do, and that is enough. Civilization moved

from trading and bartering to using different kinds of monies, which are only worth as much as

the worlds’ population agrees it is. So, the rat race of moving up in companies and careers

became the accepted norm.

Another trait of evolution that happened while remaining in a constant state of further

evolution is the use of technology, as well as technology itself. For example, the colossal

computer used to get astronauts to the moon was not as powerful as the smartphones likely in

everyone’s pockets. Smartphones are much less expensive too. For some reason, social media

and its use is also another increasing facet of society, and the use of personal computers.

Companies discovered how to keep people glued to phones. With every click giving more data

about the individual, used to tailor ads and banners and more content, on which they will likely

click. The algorithms made it, so whatever shown in one’s feed will get them angry or more

PORT MILE1 OP1: ACQUIRING AND RETAINING TALENT 3

likely to purchase a product. Aggressiveness and anger feed this loop of clicks = data = more

content like this should show for this individual. People are more likely to click on things if they

tug on emotional strings (especially anger).

When installing programs on a PC, or apps on ones’ phone, there is always an agreement

one must say yes to, merely to install the program or app, even if they paid for it outright. Since

the boom of technological advancement was so exciting in the beginning, people did not realize

what they agreed to. In the fine print of some book-length contracts accepted, include permitting

the firm, or third parties to record, gather, and sometimes, sell that information. This information

(AKA data) creates the world, culture, and accepted norms people abide by every day. This data

has a significant influence on everyday life and even played a role in the presidential election in

2016. Facebook and Twitter use the data from people’s clicks to help in providing ‘better’

targeted advertising, while, accidentally (or not,) influencing people in ways they do not realize.

Twitter and Facebook influence how people think, which results in potentially changing the

minds of people to get them to vote for one candidate or another. These companies influence

essential events like government elections, and sadly, helped in the further polarization of

Americans and people worldwide. The division created makes people of one school of thought

seem to hate all others. However, when people interact in person, they would otherwise get along

fine. That is, of course, unless or until politics enters the conversation. People today are so

divided that if one identifies oneself as conservative or liberal, they open Pandora’s Box and

unwittingly invite conflict.

Still, with such a powerful tool as data to incite hatred and violence, it can be a positive

thing, if used correctly. With that, firms need to find workers who fit their needs. Human

resources analytics (using data to see patterns, among countless other things,) it is possible to use

PORT MILE1 OP1: ACQUIRING AND RETAINING TALENT 4

that crucial data to help them with recruiting, training, development, and retaining workers

(Keller, Meaney, & McKinsey & Company, 2017).

Increasingly, organizations use technology and artificial intelligence to create ‘Chatbots’

and software to see information in numbers, which can help narrow down a candidate pool.

When candidates apply for a position, firms can use programs coded with specific algorithms

they must obey. These algorithms instruct it to abide by specific rules and to accept only

applicants meeting specific criteria set by the recruiter(s). Doing this decreases the size candidate

pool from the get-go, helping to save the firm time, energy, resources, and money. Instead of

reading through who knows how many resumes, these programs allow recruiters and managers

to use their time more productively. They can create programs with specific parameters set for

particular positions within the organization concerning who and what type of person they will

further look into hiring. Once the firm fills the open positions, they should focus on creating an

incredible organizational culture, as having this leads to increased productivity, morale, and

profit for the firm (Warrick, D. D., 2017).

AI and data-driven selection processes can go further than filtering out people meeting

the initial criteria. AI and machine learning can filter candidates even further, like a bottleneck.

Once passing the first requirements, AI-aided programs can create and assess games for the

prospective workers that provide more insight about them (Black, & Esch, 2020).

Aside from assessment tests, AI can create training and development programs and

games for the workers to play and learn new tasks at the same time. Most people are positive

about the future impact of AI and ‘Big Data.’ Some criticize them, but according to Black, &

Esch (2020), the positives seem to far outweigh the negatives...until AI achieves consciousness.

The most significant pro to using AI for recruitment and retention is the fantastic amount of time

PORT MILE1 OP1: ACQUIRING AND RETAINING TALENT 5

it can save. Companies can receive thousands of applications for a much smaller number of

openings. Even if an army of recruiters assessed all the applications, they would never finish,

since every day thousands more could come in — Enter AI into the equation. These programs

and algorithms can sort through all of these applications and create assessments at superhuman

speeds; if a large company receives a significant number of applications every day can keep up.

They can also narrow the candidate pool at a higher rate to get to the in-person interview stage.

One more positive aspect of using AI is the reduction in the time to get new hires. It happens

exponentially, compared to putting ads in the paper and waiting for people to show up and

manually complete an ‘analog’ application (Black & Esch, 2020). Some international recruiting

involves obtaining visas for immigrant workers, which is a responsibility of the HR department.

Although AI could help with this as well, it will likely remain the responsibility of HR and the

management of the organization.

Conclusion

Although the idea of artificial intelligence scares some people, they might not know that

it is already in use and has been for years. People also worry about AI taking all human jobs.

While AI could take many jobs from humans, the jobs are tedious and extremely time-

consuming, not to mention tedious. Who wants to read through thousands of applications all day

long every day? It is much quicker and less stressful to let AI filter the candidate pool to a small

one, with whom the organization can meet in person.

PORT MILE1 OP1: ACQUIRING AND RETAINING TALENT 6

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