Contents

Article 1: “In job hiring process, most workers say they already sense AI, but the bias issue is far
from solved.”...................................................................................................................................2
Summary......................................................................................................................................2
Relevance and importance to the field of Human Resources......................................................2
What I learned from this article...................................................................................................2
Article 2: “The 3 in-demand soft skills candidates are ‘most lacking in,’ according to
ZipRecruiter.”..................................................................................................................................3
Summary:.....................................................................................................................................3
Relevance and importance to the field of Human Resources......................................................3
What I learned from this article...................................................................................................4
Article3: “How to Succeed with Hybrid Work Using People Data”...............................................4
Summary......................................................................................................................................4
Relevance and importance to the field of Human Resources......................................................5
What I learned from this article...................................................................................................5
Works Cited.....................................................................................................................................6
Article 1: “In job hiring process, most workers say they
already sense AI, but the bias issue is far from solved.”
Summary: This article talks about the increasing presence of AI in the hiring process and its
potential to address bias issues. Human biases create barriers to equitable hiring, but since AI

systems do not have personalities that display prejudice or subconscious bias learned over time,

AI can be used to reduce bias in hiring. HR executives though, are taking a wait-and-see attitude

because AI systems may be biased in certain ways due to the data they are trained on. There are

three components contributing to algorithmic bias: dataset construction, the engineer's target

formulation, and feature selection. Technological tools like data blending, decoupling, and

differential testing can help in debiasing algorithms. Companies should evaluate AI vendors to

ensure they are working with a trustworthy and knowledgeable vendor that is interested in

equitable outcomes for all (Curry, 2023).

Relevance and importance to the field of Human Resources : This article is

important to the field of Human Resources because it addresses the bias issues in the hiring

process and gives valuable insights into how Human Resources Management can use AI to

reduce the bias in hiring to ensure equitable outcomes for all. What makes this article relevant to

the field of Human Resources today is its very up to date information, supported by statistical

evidence, related to the usage of AI in the Human Resources field to ensure equitable hiring for

the four designated groups, in a time where the accent is put on equitable hiring practices.

What I learned from this article: From this article I learned that the implementation of
AI in the hiring process comes with opportunities but also challenges. It will take a lot of effort

to properly implement AI into the job hiring process but if done successfully it will come with

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great achievements such as ensuring equitable hiring for the four designated groups. I also

learned about the steps that companies can take to reach to the day that they finally can

implement AI in the hiring process where one important step is to evaluate AI vendors to ensure

they are working with a trustworthy and knowledgeable vendor that is interested in equitable

outcomes for all.

Article 2: “The 3 in-demand soft skills candidates are

‘most lacking in,’ according to ZipRecruiter.”
Summary: This article talks about how companies have dropped degree requirements for

some roles and are now focusing more on soft skills requirements such as time management,

professionalism, and critical thinking for these roles. It is unclear what, exactly, is driving the

shift toward “skills-based hiring,” whether it’s the post-pandemic decline in college enrollment,

rising concerns about tuition inflation or the continued pains of a tight labour market. Whatever

the cause, “this trend is gaining momentum,” says Julia Pollak, chief economist at ZipRecruiter.

The “soft skills gap” has become one of HR’s biggest post-pandemics hiring challenges, mainly

due to staffing shortages at the height of the Covid-19 pandemic and generational divides in the

workplace. Companies are now trying to "course correct," investing in employees' soft-skills

training and hiring candidates who can improve productivity and team performance (Smith,

2023).

Relevance and importance to the field of Human Resources : This article is

important to the field of Human Resources because it addresses the issue of the evolving nature

of hiring practices in the workplace describing the shift from focusing on degree requirements to

focusing on soft skills requirements and why this shift is happening. It addresses the soft skills

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gap that comes from having different generations in the workforce and how to make this gap

narrower. All these topics must be understood and implemented by HR professionals for them to

effectively hire, train and retain employees. The relevance of this article to the field of Human

Resources today lies in the fact that it provides current information on the changing nature of

hiring practices by focusing more on soft skills, in a time where the importance of having them is

being sought as crucial by many employers.

What I learned from this article: From this article I learned that the nature of hiring
practices is changing and that a huge focus is being now put on human skills requirements

instead of degree requirements all because there is a “soft skills gap” in the workplace that

negatively affects it. This phenomenon has become one of HR’s biggest post-pandemics hiring

challenges, mainly due to staffing shortages at the height of the Covid-19 pandemic and

generational divides in the workplace. Minimizing the soft skills gap is possible if Human

Resources professionals invest in soft skills training and hiring candidates who already possess

these skills.

Article3: “How to Succeed with Hybrid Work Using

People Data”
Summary: This article talks about the shift towards hybrid work and describes it as a big

challenge for companies. A hybrid work environment where more people work across multiple

teams and task streams meaning their work does not always roll up to a single manager or project

lead makes the work complexity increase. Companies need complex insights to design work

patterns that balance in-person work for collaboration, innovation, and learning, and independent

work for output, focus, and deadlines. A key concern in hybrid work settings is performance

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management. The need for data on employee sentiment, or engagement, is changing, as

traditional surveys may not be helpful. Modern technologies are evolving to detect employee

experience through analysis of communication channels and work patterns, providing insight

into burnout levels (Cook, 2023).

Relevance and importance to the field of Human Resources : HR

professionals are the ones responsible for performance management in hybrid work environment.

The ability of HR professionals to overcome the challenges of the hybrid work environment

begins by them understanding the complexity of it. This article is important for the field of

Human Resources because it gives insight on the challenges of hybrid work environment and

solutions on how it can be managed such as collecting complex insights to design work patterns

and using modern technologies. The relevance of this article to the field of Human Resources

today lies in the fact that it provides current information on the changing work environment

giving insights on how to manage employees in a time when managing them is becoming more

difficult as they are not in the same office.

What I learned from this article : From this article I learned that the hybrid nature of
work comes with big challenges which have led to the importance of intertwining different

strategies to overcome them. I understood that HR constantly needs to evolve and adapt to new

HR strategies to meet the requirements of the changing work environment making HR

professionals strategic partners within organizations. Another thing that I learned from this article

is that technology is constantly trying to offer innovative solutions responding to the ever-

changing work environment very quickly. From this article I also noticed that it is necessary for

HR professionals to learn about technology because it is becoming an extremely important

aspect of their job.

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Works Cited
Cook, I. (2023, February 6). How to succeed with hybrid work using people data. Forbes.
https://www.forbes.com/sites/forbesbusinesscouncil/2023/02/06/how-to-succeed-with-
hybrid-work-using-people-data/?sh=25718922117d
Curry, R. (2023, December 28). In job hiring process, most workers say they already sense AI,
but the bias issue is far from solved. CNBC.
https://www.cnbc.com/2023/12/28/in-the-job-hiring-process-most-workers-say-they-
already-sense-ai.html
Smith, M. (2023, October 23). The 3 in-demand soft skills candidates are ‘most lacking in,’
according to ZipRecruiter. CNBC.
https://www.cnbc.com/2023/10/23/ziprecruiter-3-in-demand-soft-skills-candidates-are-
most-lacking-in.html?&qsearchterm=human%20resources%20management