Priyanka Anand on Ericsson’s Leap into AI-Driven Employee Development

Ericsson's adoption of AI and other technologies such as blockchain and Big Data Analytics has transformed recruitment and onboarding, with great emphasis placed on emotional well-being and behavioural analysis. Priyanka Anand, VP & Head HR, Southeast Asia Oceania and India, Ericsson, talks about these and other ways in which the organisation is integrating AI into employee experience enhancement.

In an era where technological innovation is reshaping workplaces, Ericsson makes a mark with its forward-thinking approach to human resources. Ericsson is not just embracing change but pioneering it by integrating advanced technologies like AI into HR practices in ways that are significantly enhancing the employee experience. The approach reflects a broader global trend that sees companies increasingly relying on technology to streamline processes and foster a more dynamic, inclusive, and efficient work environment.

Revolutionising recruitment with AI

Priyanka Anand, VP & Head HR at Ericsson shares, “We have transformed our recruitment and onboarding processes into a fully online experience, harnessing the power of blockchain, IoT, Big Data Analytics, AI, and ML to enhance every aspect of talent acquisition. From meticulous candidate search to rigorous background checks, our systems also assess emotional wellbeing and behavioural traits, ensuring a holistic approach to hiring”.

A key milestone in the journey is the launch of the 'Career Hub,' an AI-driven learning portal tailor-made to nurture employees' growth. This platform not only personalises learning paths but also revolutionises how employees navigate internal job opportunities. In line with Ericsson’s commitment to employee development and empowerment, Career Hub intelligently matches skills with global positions and considers individual career aspirations.

Further enhancing the recruitment prowess is the 'Eight-Fold' recruitment platform, which AI also powers. This innovative tool excels in evaluating skills and competencies, ensuring alignment of the right talent with the right roles.

In their continued effort to champion diversity and inclusion, “We've integrated 'Textio,' an AI-augmented writing tool, across our communication channels. This tool has been instrumental in reinforcing our commitment to diversity by ensuring gender-neutral language in job advertisements and descriptions, showcasing Ericsson's dedication to creating an inclusive and equitable workplace,” informs Anand. 

Also read: Borrow, Build, Buy: Ericsson’s Talent Acquisition Strategy For 5G Workforce

Broadening the talent spectrum

Ericsson is actively engaging and recruiting a diverse range of talent, particularly in light of the global expansion of 5G networks. The surge in data traffic and the critical role of AI and ML in enhancing customer experience have amplified the need for specialised expertise in these areas. Consequently, the organisation seeks skilled professionals in data analysis, data science, and AI. Additionally, the growing demand for voice and data services has underscored the importance of roles such as network engineers and field maintenance staff. “While our talent acquisition strategy is closely aligned with the evolving 5G ecosystem, it is not limited to emerging AI roles. Instead, it encompasses a broader spectrum, aiming to build a robust talent pool that can navigate and excel in the dynamic landscape of telecommunications,” adds Anand. 

Ericsson's 2024 talent strategy initiative

In 2024, Ericsson is poised to strategically enhance their talent capabilities by upskilling the current workforce and attracting fresh talent. This approach is pivotal in an era where technology, particularly AI and 5G, is rapidly evolving and introducing new dimensions like AR/VR. 

Also read: AI Driven Roles, Hybrid Work Mode: HR Experts Share Key Trends Shaping Recruitment in 2024

Priyanka Anand lists the priority areas that include:

• Next-generation talent acquisition: “We're zeroing in on individuals who bring not only the essential skills but also a zeal for continuous learning, a crucial trait in an age where technologies like AI are no longer just possibilities but realities.”

• Commitment to upskilling: “Recognising the necessity of continuous learning, we are dedicated to transforming our workforce for the future. This involves comprehensive training programs designed to keep pace with technological advancements and industry shifts.”

• Diversity and inclusion (D&I): “At Ericsson, D&I is more than a policy; it's an ethos. We are committed to fostering a culture where diversity is not just accepted but celebrated, and inclusion is an integral part of our organisational fabric.

• Promoting internal mobility: “We understand that career paths are no longer linear but multifaceted. To this end, we encourage our employees to explore varied roles within Ericsson, facilitating internal mobility. This approach allows our workforce to develop a broad spectrum of skills and experiences, enriching their professional journeys.”

• Revolutionising performance management: “To maintain our competitive edge, we have placed emphasis on a model of continuous feedback. This strategy aims to bolster employee development and motivation, leading to a workforce that is both dynamic and agile. This approach ensures that our team members are consistently aligned with the company's goals and are equipped to adapt to the ever-changing business landscape.”

Author bio: Priyanka Anand, VP and Head of HR at Ericsson for Southeast Asia, Oceania, and India, has over 23 years of experience in innovating HR solutions. She specialises in talent management and organisational development, she's committed to fostering a culture of excellence and collaboration. Priyanka is also a renowned speaker, coach, and mentor in the HR community.