Public sector organizations are looking to AI to revitalizing workforces. By using AI to match workers with jobs based on skills, governments are reducing time to hire as well as upskilling and reskilling their workforce in record time.
This shift to a skills-based approach isn’t just about filling jobs today, though — it’s also preparing workers for future economic demands. With AI-powered talent intelligence behind them, orgs in the public sector are enabling more inclusive hiring, driving innovation, and creating agility across their business.
Now more than ever, government is your new business partner. Government is leaning in to emerging technologies, especially into artificial intelligence. Traditionally, if states had citizens on unemployment, that would have taken about 23 weeks for them to find a new job, on average across the US and the systems that they put in place to help those citizens really weren’t moving the needle.
One of the stories that I really would like to highlight is the story of Puerto Rico. They’re looking for innovation to really challenge the status quo of how they have been operating before in the past, most notably, and how they are responsive and enable their citizens within their jurisdiction to, especially displaced workers, find more rapid re employment.
And so what they’ve really wanted to do is needed artificial intelligence to be able to make a better, faster match, so that we’re moving those displaced workers more rapidly back into employment, and, more importantly, also keeping them operable.
One of the use cases that I heard earlier today was is that that time went down from over a year to just under two weeks. So they were able to hire just in the short time in the window that we rolled out in Puerto Rico, over 30 people in under two weeks. That’s a huge change for Puerto Rico, and it also means that they’re going to be able to attract the best and the brightest into Puerto Rico and put them into the positions that they need to be responsive to the citizens of Puerto Rico.
When you pivot to skills, and you’re looking at skills and skills alone, we need a system that will be able to surface and evaluate those skills for that particular role. And of course, before you evaluate those skills of those individuals, you also have to know what skills you’re actually hiring for, which skills are relevant. So the first step on enabling a skills based hiring program is to properly identify what skills that you’re actually looking for, and then be able to have a system in place to measure skills and candidate skills against those requirements.
So what this means is is that you have more diversity in candidates. You’re giving more opportunities to people that might not have been considered before in the past.
And so we really want to make sure that when we’re putting people into jobs, it’s not just making sure that they are placed into a job today, it’s making sure that they’re job ready to meet the realities of the of the economy in the future.
