How Artificial Intelligence Is Used In Human Resource?
Artificial intelligence has a variety of use cases in all areas of business, including human resources. When we think about AI and HR, one question that may come to our minds is whether “robots” will replace us. In reality, we use artificial intelligence to do the things that we lack resources or skills to do, while we will still handle the lion’s share of our everyday tasks.
So what can AI do to support human resources staff?
- Talent acquisition
When some position attracts hundreds of applicants, how do you handle all the data that comes with their applications? Going through hundreds of CVs, it’s easy to miss a detail, and sometimes that one detail is very important. When recruiters cut corners and only look for key elements in a CV, they risk omitting other important points about a person. Artificial intelligence can analyze the data in CVs (or other forms of application) and shortlist the best candidates for the position.
- Onboarding
When a new person joins your company, they need to be shown around and taught about the functioning of the organization. They will have to take in a lot of knowledge during their first days, and they will have a lot of questions. But who do they ask? An internal onboarding system powered with AI can suggest where to look for answers and customize the entire onboarding process to a given position. - Employee training
Hopefully, your team wants to develop and acquire new skills. Often, they will need some guidance. Right now, they have their performance review, they set future plans, and that’s it. Maybe, at best, they are enrolled for a course or get recommendations of books from their managers. AI can make sense of the data that comes with performance reviews and set objectives. If John Doe wants to become a senior frontend developer, he needs certain skills. AI shows how much room for improvement there is, helps track progress, and can suggest the best materials to learn from (just like Netflix suggests movies). - Performance analysis
As mentioned above, AI can make sense of all the data that comes with performance reviews. This is useful from the perspective of the employee (see above) and the HR specialist, who is given valuable insight from the available data and can see how the employee performs in comparison to set objectives. This will also allow the HR to observe any alarming behaviors, such as lack of engagement. - Retention
57% of organizations see employee retention as a problem. Artificial intelligence can help you identify the people who are likely to leave your company. How does that help? Well, there may be ways to stop them from leaving, and AI will show you the “troublesome” areas — maybe someone’s struggling with work-life balance. And even if you don’t stop them from leaving, you are aware of the risk and can be prepared to start recruiting for this position.
Summing up, AI in HR is extremely useful, especially where vast amounts of data have to be analyzed. It speeds up processes, takes some time-consuming tasks off of people, and provides valuable insights. AI doesn’t compete with HR specialists, though, it’s rather an augmentation to human work.
Artificial intelligence is a powerful technology that can help us solve real problems that we’re struggling with today. If you want to learn more about AI implementation, check out this ebook we recently published at Neoteric
