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Latest Innovations: How Beamery Is Changing The Face Of HR

It’s a challenging time to be in HR. While the economy remains challenging, the unemployment rate is at record lows (in the US and Europe), making it increasingly difficult to close skills gaps and meet business objectives.

But, at Beamery, we believe technology can help. We keep innovating to help you solve the problems of attracting and engaging talent, retaining and growing employees, optimizing for diversity, realizing agile workforce planning, and maximizing the quality of HR data and tech integrations.

Innovating with AI

We recently announced TalentGPT: the world’s first generative AI for HR, which will offer intuitive and personalized experiences. It uses Beamery’s proprietary AI, as well as OpenAI’s GPT-4 and other leading Large Language Models (LLMs), in order to deeply personalize the insights and recommendations provided to the user and generate content that adapts dynamically to changing requirements.

Deploying multi-purpose LLMs via TalentGPT means Beamery can help you mitigate the risks typically associated with leveraging standalone AI tools or consumer-grade AI that has not undertaken the rigorous audit and bias mitigation as Beamery’s explainable AI..

Beamery was the first HR Technology company to undergo an independent audit on its AI models, and the only company to allow candidates to set preferences around the use of AI on their data by organizations. Last year we launched the first explainable AI that can be integrated with full interoperability with existing HR systems, skill taxonomies and role architectures.

More recently, we announced that our explainable AI could help managers and HR calibrate vacancies, and to understand the skills sets that shape a role and keep job architectures up to date, ensuring they always reflect the skills that are most important for every role.

We’ve also just received an Artificial Intelligence Excellence Award from Business Intelligence Group, for our AI and machine learning-powered capabilities that help global businesses to make better decisions about their workforce through unbiased and explainable talent-related recommendations.

Learn more.

Innovating with skills data

The launch of our Universal Skills Platform was an exciting milestone in 2022, automating data processes to keep skills timely with a single, dynamic taxonomy, and making skills transferable between systems for the first time. Through the Universal Skills Platform, clients can get a single source of truth around skills data; higher quality skills insights, with total context around candidates’ skills, proficiency, and potential; and flexibility to add new sources of data.

In February we announced innovations across our product suite that will let organizations better understand the skills they have and those they are missing, in order to build a future-fit workforce. Managers can now get powerful insights around the skills each of their team members has (or is lacking), and see the latest skills that shape a role.

Information on workforce capabilities can now be brought together from various sources to give organizations a single source of skills intelligence. Companies can create new – or enhance existing – taxonomies, and rationalize skills data from multiple systems to manage job and career architectures more effectively. Leaders and managers can get valuable insights into the talent they have, and any skill deficits that may exist.

Learn more.

Innovating around the talent experience

In late 2022, we also announced a revolution to the way companies personalize the talent experience.

Core to these enhancements was the release of Candidate Portals – the first candidate hub that enables ‘skills-based role discovery’, enabling job seekers to discover and be matched with roles within an organization that are a good fit for their current capabilities, and to see what their future career path at that organization could look like if they joined. The Candidate Portal also provides candidates options to be shortlisted for the future, so that when new roles open up they will receive alerts for jobs that are a fit for their skills.

This innovation enables companies to create a more inclusive experience than traditional job applications, by guiding would-be applicants to roles and career paths that they might not have considered or had the confidence to apply for, and by enabling employers to review and pipeline potential candidates based on their skills and potential rather than more traditional parameters such as someone’s education and years of experience.

We also announced more AI-driven capabilities for supporting employees and alumni. Mentorship Matching in Beamery Grow enables employees to be connected with internal mentors who can provide guidance, advice and skill development. This tailored approach to the career aspirations and interest of every worker is crucial for companies looking to retain and empower employees. Also, for the first time, employee and alumni data is now searchable in the Talent CRM, so our explainable AI can provide skills-based recommendations to help acquisition teams build pipelines from a single unified pool of all talent.

Learn more.

Want to experience Beamery's innovative technology for yourself? Request a demo today.

About the Author

Andrew has worked for non-profits, universities, and world-class tech companies such as Apple, Box, and Splunk. He is currently VP Product Marketing at Beamery, where he drives the GTM strategy for the Talent Lifecycle Management platform.

Profile Photo of Andrew Keating