With artificial intelligence gaining prominence in multiple sectors, human resources departments are also looking to leverage this tool to seek, develop and motivate the best talent for their organisations. What are the benefits of AI in HR, what challenges may recruiters and talent developers find with this technology and what role will it play in the future of HR?
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As businesses adapt to shifting workplace trends, human resource teams understand the importance of preserving and motivating their skilled workforce while searching for the best talent in the market to strengthen their teams. This is even more significant during labour shortages that may reinforce the importance of retaining employees.
To remain competitive in this sector, HR teams can use technology to help them achieve their organisation’s goals. Among these technologies, artificial intelligence or AI is a tool that has gained traction in many industries and that, in some cases, has helped employees improve their productivity and efficiency. But how can AI help HR managers? This article will discuss the benefits of artificial intelligence in human resources and the challenges HR managers may need to overcome to deploy this technology successfully.
What are the benefits of AI on HR and employees?
Different elements of AI, including predictive analytics, machine learning, chatbots or generative AI, can help employees and HR managers reach their productivity goals. Here are five benefits that AI can have on HR managers and company staff.
Streamlined recruitment processes
AI can optimise talent acquisition by automating candidate screening, selection and assessments. Tools like applicant tracking systems (ATS) can sift through resumes and identify top matches.
As part of its resume screening process, ATS software can filter, grade and match candidates’ skills, making it easier for recruiters to find the ideal candidate for multiple job positions. Finally, many of these tools can even deliver administrative tasks, such as automating interview scheduling or using generative AI to write emails such as offer letters, saving recruiters valuable time and resources during a hiring process.
Increased employee engagement
AI-powered chatbots and virtual assistants can enhance employee experience by providing quick, 24/7 responses to queries and offering personalised support. This can help employees engage with the organisation they work for and ensure they feel heard, valued and supported even outside working hours.
Additionally, conversational AI and natural language processing models can analyse employee sentiment through various channels and assist HR teams in assessing and addressing employee concerns accordingly.
Enhanced learning and development
Continuous learning and development are vital for employee growth and organisational success. By analysing data, AI-driven dashboards can identify skill gaps and recommend tailored employee learning and development opportunities.
HR teams can leverage learning management systems and other training systems to help employees upskill and grow in their teams while tracking their success. This benefits employees and bolsters the organisation’s capability to adapt to changing industry demands.
Predictive Analytics for Employee Retention
Employee turnover can be a challenge for organisations. AI technology can leverage historical data and trends to predict which employees are at risk of leaving. HR departments can take proactive steps to retain valuable talent by identifying key factors contributing to employee turnover.
For instance, AI tools can detect patterns such as decreases in employee satisfaction expressed in employee surveys, low engagement, employee performance rankings, or potential salary discrepancies. HR leaders can use this employee data to implement targeted interventions, such as improving work-life balance, increasing recognition or delivering compensation packages to retain top performers.
Bias reduction in decision-making
Bias can be a major concern in human resource management and decision-making. An AI algorithm can help overcome decisions during a recruitment process that may be seen as a challenge to fairness and diversity. By assessing candidates and employees based on objective criteria, AI technology can help strengthen best practices during HR operations while ensuring an inclusive organisational culture.
Challenges and Disadvantages of AI in HR
While AI applications can offer remarkable benefits, they have limitations and potential drawbacks. When deploying AI software, HR staff should be aware of the challenges and take the proper steps to ensure that any AI tool is an asset and not a hindrance to an HR department. Here are five challenges of AI systems in HR practices and how to overcome them.
Data privacy concerns
The use of AI in HR relies on employee data from resumes and performance evaluations that can contain personal information. Safeguarding this data is paramount. If an HR manager mishandles this information, it can lead to privacy breaches, legal issues or the erosion of employee or consumer trust.
Dependence on AI tech
As AI tools become more integrated into HR processes, these teams risk losing their human touch. Employees may miss the personal interaction that human resources may offer, and job applicants may rue that their applications have been skipped by an ATS or AI system that has been too scrutinous in its keyword limitations.
This can affect the perception of HR managers as empathetic and supportive while also putting in doubt the efficiency of an HR process. Organisations must strike a balance between automation and human interaction. While AI can handle repetitive tasks efficiently, HR professionals should remain accessible for complex and sensitive queries. They should also revise recruitment processes to ensure they can give valuable feedback to justify that any job rejection is an informed decision and not an error.
Initial implementation challenges
Integrating AI systems into existing HR workflows may seem complex and costly. Organisations must invest in the right technology and provide comprehensive training to HR staff to ensure seamless adoption.
Also, transitioning from traditional HR practices to AI-driven processes may face resistance from employees who are used to old working methods. Businesses should incorporate change management strategies and effective internal communication channels to help address these challenges.
AI systems work with machine-learning models, so AI decisions may not always align with established company policies or guidelines. If not designed, regulated or monitored by HR staff, AI algorithms can prioritise efficiency over employee well-being. Consequently, businesses must establish guidelines and regulations for AI usage in HR. Regular audits of AI systems can help ensure fairness and adherence to ethical standards. Additionally, employee feedback can also help maintain ethical AI practices.
The future of AI in HR
As with the market and technology, recruitment processes will continue to evolve. During this process, AI can play a prominent role. However, while being a valuable tool for Human resource managers, AI must be seen as an ideal companion to HR teams rather than the sole tool responsible for recruiting talent or supporting employees.
If deployed effectively, here are some possible future developments and benefits of AI.
AI and Machine learning use will grow
Machine learning models will continue to analyse vast data sets to provide actionable insights and predictive HR analytics. These insights include identifying emerging trends or workforce needs that HR teams can anticipate and proactively address.
Recruitment automation and optimised selection procedures
AI-driven algorithms may become more sophisticated, and this transition may enable them to go one step further in identifying suitable candidates, assessing cultural fit and predicting long-term performance simultaneously.
Improved employee experience
AI can be valuable for businesses seeking to improve employee and candidate experience. Virtual assistants can play an integral role in the workplace in the near future. An AI chatbot can address employee needs promptly and handle routine administrative tasks, leaving HR professionals more time for strategic activities such as talent development and workforce planning.
Assisted skill mapping
AI can be pivotal in mapping employees’ skills to organisational needs. Algorithms can identify skill gaps in real time, allowing HR to deploy personalised training when necessary.
The future of AI in HR is teeming with possibilities. As machine learning models improve, they will also bring more accurate predictive analytics capabilities that can help streamline recruitment, enhance employee experience and deliver targeted development. However, businesses should watch for ethics and data privacy to ensure that their functions are data-driven, efficient, employee-centric and compliant.