How is artificial intelligence used in HR?

Introduction

Artificial intelligence (AI) is the simulation of human intelligence processes by machines, especially computer systems.

The term "artificial intelligence" is applied when a machine mimics "cognitive" functions that humans associate with other human minds, such as "learning" and "problem-solving".

While AI has been around for decades in many shapes and forms, it has recently seen boom progress because of the vast amounts of data technology companies have in their hands.

The impact this boom has on human resources management, training, and recruitment can be positive but there are also fears about machines taking over human tasks.

AI is disrupting nearly every industry. AI is expected to drive business value as high as $1.2 trillion by 2022.

The hospitality industry could see over $100 billion in value-added to its revenue, while retail and manufacturing stand to gain approximately $285 billion and $575 billion respectively by 2020. HR has plenty to gain from the AI revolution as well, whether it's shedding labor-intensive processes with its automated workflows or supporting executives in their strategic decision-making.

Let’s dive into these sections briefly

Section: Where is artificial intelligence in HR?

Section: What’s the future of AI and human resources?

Takeaway: Artificial intelligence has many benefits for the human resource department.

Where is artificial intelligence in HR?

Artificial intelligence is only as good as the people who tell it what to do. Here are some ways AI could be used in HR:

Employee engagement:

Some companies are using artificial intelligence to measure employee satisfaction and track employee engagement at work. The idea is to collect data on an ongoing basis, then use it to improve recruiting, onboarding, management, and company culture.

Performance management:

It's possible that AI will eventually be able to manage performance reviews and evaluations, but we're not quite there yet. These conversations need real human interaction to be effective. However, some companies are using AI tools to automate certain tasks associated with payroll and benefits administration so HR professionals can focus on more strategic tasks.

Recruitment and hiring:

Some companies use chatbots for screening job candidates during the first stage of the recruitment process. They engage with job seekers by asking questions about their experience and qualifications and determining whether they're a good match for the position they applied for.

What’s the future of AI and human resources?

The future of AI and human resources is bright. AI will help HR recruit the right people, in less time, and at a lower cost per hire. The most impactful part of AI will be enabling companies to get to know their job applicants better.

AI will enable employers to capture more information about job applicants and do so in a way that doesn’t create a bad candidate experience. In fact, AI will enable employers to create a great candidate experience.

The amount of data that employers have on job applicants have historically been quite limited. In addition to resumes and cover letters, you could get references from past employers and you might even be able to get some information from social media profiles (like LinkedIn). But these sources are all biased by what the applicant chooses to share about themselves.

AI will expand the amount of data that employers have about job candidates because it won’t depend on what an applicant chooses to share about themselves.

AI will help us understand how well people actually work together with their colleagues, how much they like their work environment, how committed they are, how happy they are, and how much they enjoy working with their colleagues and managers.

But before we get too far into what AI can do for human resources today, let’s address the elephant in the room: the fear factor.

There are two types of people when it comes to AI:

Those who see it as a threat and those who see it as an opportunity. Those who see it as a threat are concerned about robots taking over their jobs – or worse, The Terminator and Skynet. On the other hand, those who see it as an opportunity believe that AI can make people better at their jobs by automating certain mundane tasks and integrating with other tools for smarter data insights.

When you look at how many new tools have entered the market over the past decade alone, most people fall into the latter category. From sales to marketing to customer service, technology has helped people become so much more efficient at their jobs than they ever were in the past. Yet there are still critics out there who believe that sales enablement tools have taken away from reps’ time.

HR professionals already have access to a wide range of technologies that can improve efficiency and productivity, including time and attendance software. This kind of software is especially useful because it can help HR departments not only manage their team but make labor-related decisions, such as scheduling and budgeting. However, AI has the potential to take the tasks handled by these kinds of software to the next level.

Artificial intelligence has many benefits for the human resource department.

Artificial intelligence has many benefits for the human resource department. Here are some of the main ways it can help:

1. Improve the hiring process by reducing bias and providing better insights.

2. Help managers manage more effectively and improve employee engagement.

3. Identify talent in your organization that might otherwise be overlooked

4. Streamline management processes and time-consuming tasks such as payroll, benefits, and employee training.

Artificial intelligence is transforming the future of work. In fact, according to a recent Gartner survey, 43% of organizations are already using AI in some form, and another 41% plan to do so within two years.

The department that is most likely to be transformed by artificial intelligence is the human resource department and its role in recruiting, selecting, training, and retaining employees.

The recruiter's role in selecting applicants for an open position has typically involved reviewing resumes and applications, conducting interviews, and making hiring decisions.

However, AI technology can be used to analyze data about applicants at a scale that no human could ever achieve. It also has the ability to save time and money associated with the recruitment process as well as increase the likelihood of making good hiring decisions.

For example, AI systems can screen resumes and application forms based on keywords or qualifications such as language fluency or education levels. Such systems can also be used to identify patterns in data linked to successful candidates that might have been overlooked by recruiters in the past. Automating some aspects of the recruitment process frees up recruiters' time so they can focus on other aspects of the job.

Conclusion:

A question asked of people often is "will artificial intelligence replace?" In HR, that means will A.I. replace the recruiter? The answer is absolutely not and for a number of reasons. A.I. can be used to improve and support the work of recruiters both large and small alike. Employers can benefit by utilizing artificial intelligence in the recruitment process and HR management processes.