One theme that keeps coming up in recent conversations with leaders in HR, talent, L&D, and the C-suite is the growing HR alignment with AI innovation. While experts are excitedly fine-tuning their tactics to take advantage of new AI capabilities, anxiety is also evident. Problems include finding real-world applications, making sure the investment pays off, resolving moral conundrums, and keeping up with the quick speed at which the field is developing. Most people agree that although some businesses are preparing for a big AI push in 2024, others are already at the forefront of AI applications despite difficult financial conditions. It’s interesting to note that a lot of companies still don’t have a strong AI manifesto, which emphasizes the ongoing learning curve in the sector.
AI’s Effects on HR Positions
The growing impact of AI in HR has sparked debates regarding the technology’s potential to supplant human positions. However, the prevailing view is that AI will function more as a facilitator than a substitute. AI has historically been impressively integrated into the HR field. The majority of businesses that are testing or utilizing AI have implemented it in HR. Indeed, 20% of the over 600 HR professionals surveyed for the most recent State of HR reported that they intended to invest in AI/ML, with career pathing coming in second. A staggering 70% of respondents predicted that AI will have a big impact on HR.
This pattern has led to conjecture: will AI eventually replace HR positions? Many believe that AI will lead to widespread automation, especially in jobs that involve repetitive, process-driven duties. The more strategic aspects of HR, like executive coaching and recruitment planning, are thought to be areas where a human touch is still indispensable. However, it is an indisputable fact that artificial intelligence will bring about changes, possibly even rendering some roles obsolete. Low-complexity, high-volume tasks are especially amenable to AI integration.
Particular HR Jobs Affected by AI
Many jobs in HR involve both critical decisions that require human judgment and repetitive tasks. Recruiters, for example, frequently go through a large number of resumes, shortlist applicants, and schedule interviews. Although AI could streamline this labor-intensive process, human interaction is still necessary to successfully engage candidates throughout the hiring process.
These are just a few ways that AI may affect HR; it has a lot of potential. To give you an idea, here are just a few instances where AI has the potential to be very beneficial when used properly:
Automated Resume Screening
For each open position, big businesses receive an excessive amount of resumes. AI can help with this task in a variety of ways, including pre-shortlisting a large number of applicants based on their experience and likely skill fit. Although bias in AI systems is frequently expressed as a serious concern—and it is—control mechanisms for these systems are also reasonably easy to put in place and keep an eye on. As a result, AI has a genuine chance to be far less biased than humans, a claim supported by a wealth of research on unconscious bias in human decision-making.
Passive Candidate Sourcing
AI can automatically comb through publicly accessible data to compile lists of suitable applicants and can also launch preliminary outreach to gauge interest in open positions in a competitive hiring environment. Active outreach initiatives can also save recruitment costs and time spent on candidates who actively modify their public profile with each application to best suit the position they are currently seeking.
AI-Driven Pre-Hire Assessments
When an organization decides to conduct some of the pre-hire assessment process digitally, AI-led video analysis has the potential to completely transform this process. Candidates can interact at their own pace and convenience, and AI can help with the analysis of applicants in order to narrow the field down even further.
Improved employee engagement surveys
By using artificial intelligence (AI) to automate surveys, HR departments can save hundreds of hours per year, boost participation rates, expedite survey distribution, and support the primary results of analysis and individualized follow-ups. AI can help HR concentrate more on analyzing the input and developing timely plans and actions that will result in observable and concrete results from these efforts.
Optimized Workforce Scheduling
AI has the potential to revolutionize workforce scheduling by generating schedules that respect labor laws and employee preferences. Alerts and changes in real time could also be handled easily.
Getting Ready for the Future
There is no denying AI’s role in HR. It is unlikely, though, that “HR robots” will take the place of actual HR specialists in the future. The true change is in shifting administrative responsibilities to AI, freeing up HR staff members to concentrate on more strategically-oriented, value-added work. HR’s future focus will shift to new areas of importance, like enhancing employer branding and selecting the best workplace technology.
Important Things to Know About AI in Business
Begin with basics: Selecting particular AI use cases that correspond with distinct business deliverables is essential. Making consistent, small steps forward is just as important as having a long-term plan. What are the primary problems or chances to introduce fresh, AI-powered methods and solutions?
Keep Up with: Technology is advancing at an unstoppable rate. Professionals need to stay up to date on the newest innovations, tools, and best practices. Communities of practice may be a useful resource for this, as they allow for the sharing of knowledge. Leadership teams must make sure that members have a thorough understanding of both generative and non-generative AI, the current strengths and weaknesses of models, and potential opportunities and synergies that could support their current business strategy. Practitioners must keep up with developments regarding everyday tools. For years to come, it will be crucial to distinguish between the hype and the real deal.
It is essential to have an AI manifesto that aligns with generally recognized ethical standards. Every organization needs to find a balance, with some taking more risks and others erring on the side of caution.
Think About Company Culture
The use of AI must align with the values and practices of a company. Even though these tools are available, a company that prioritizes human interaction could send contradictory messages if it heavily automates the interview process.
What Comes Next?
Professionals need to seize the opportunities and challenges that AI brings as it continues to transform the HR and business landscape. Adaptation and ongoing learning are critical. It’s critical to keep in mind that AI is only one instrument among many. When used wisely and in accordance with corporate objectives and culture, it can unleash enormous potential and promote significant change.