AI, or at least some forms of it, has been dictating the course of our lives for some time now. It has become an essential part of our industries. Multiple HR functions have reaped the benefits from the integration of AI-driven tools and algorithms. Last year, Gartner revealed that at least 17% of businesses use AI-based tools for HR functions, and is expected to rise to 30% by 2022. From cost savings to improved data-driven decision-making and employee experience, companies perceive a lot of value in AI-based solutions. An IBM study saw that more than 66% of CEOs believe AI can bring a significant amount of value to HR. There is always room for improvement and AI-driven tools have already started replacing Humans, freeing up time for them to focus in areas where they needed more.
At the beginning of the 2020s, it is hardly a surprise to hear AI has already been integrated into our daily activities. Whether it is Apple’s Siri or Amazon’s Alexa, we are already using AI at our homes to make our day-to-day lives easier. Automation has already taken over other aspects of the business. Hence, it is only the logical next step for HR to follow suit and streamline processes and mundane tasks. Instead of answering boring tasks like “Reading the News” or “Playing Music”, AI will be required to carry out other more important tasks, such as below.
Reducing Human Bias: Humans are inherently biased. Despite all our efforts for inclusiveness, HR professionals can subconsciously lean toward a particular candidate for various arbitrary reasons. Meanwhile, algorithms can be designed to help employers make impartial decisions. This translates to more inclusive and diverse hiring based on merits. AI can also find candidates who may have been screened out due to human bias or error.
AI Automation: AI can be used in low-impact of repetitive and mundane tasks so that more focus can be given to tasks of strategic importance. These tasks include benefits management or handling common questions or requests through Chatbots, which are becoming increasingly popular these days.
Recruitment through AI: Various organizations have integrated AI into their recruitment process that automates scheduling interviews, provides ongoing feedback to candidates, and answers their questions in real-time. This allows human recruiters to spend more time converting candidates to hires.
Skill Assessment and Development: As employers look to upskill or reskill their employees, AI helps them identify the skill gaps amongst their workforce, identify potential innate talents among them, and develop learning pathways. This approach can lead your employees into more roles that are resilient to the changes in the marketplace.
Retention: AI solutions can track employees’ digital activities on the organization network and devices such as emails, browsing history, and so on to identify and predict potential resignations. AI can analyse and differentiate between normal activity patterns and potential quitters. Based on this data, outliers are flagged and reported to the employers.
At the end of the day, AI is not the end of innovation is not the answer for all the problems faced by HR. That was not the intention of this article. AI has been disruptive in the most positive sense in all areas of business; it will be the same in the case of HR as well. We have no reason to believe otherwise. The overarching role for every HR professional involved will be to find ways to balance these advancements with transparency as much as possible.
