Human resources is a domain that has evolved immensely over the years. From serving as largely an administrative function dealing with hiring, appraisals, salaries, and more, HR has now taken on a much more strategic role. Top management looks to HR as a strategic partner, to help it in attaining organizational goals.
This transformation has been driven by the incorporation of artificial intelligence (AI) into HR. Organizations of all sizes and in all verticals receive huge amounts of data on a daily basis, and this data is a valuable resource forHR professionals who wish to improve the quality of talent at the organization, along with better talent engagement and retention, among others.
The potential for AI in HR is huge. Consider the following statistics from an IBM survey:
- About 66% of CEOs believe cognitive computing can bring more value to HR
- Half of HR executives believe cognitive computing could transform key dimensions of HR
- About 56% of HR executives feel AI will impact key HR roles
Below are the top ways in which AI in HR technology could transform HR:
Finding the right candidates
The average job opening receives multiple applications, sometimes running into hundreds or maybe even thousands. Where AI helps HR professionals is in its ability to and speed of sifting through these numerous applications and massive data sets, analyzing them and helping to make the right decision. It avoids the tedium of manual sorting, and can find the candidate who is the right fit for the job at hand.
Improved recruitment processes
AI can facilitate:
- Automation and scheduling of interviews
- Feedback to job applicants
- Resolving queries of candidates
AI in recruitment speeds up the process, minimizing the time required to convert a prospect into a final hire, which is a key goal for HR leaders. This frees up the time of humans to perform more value-added same tasks, as manual processes take significantly longer.
Smoother, personalized onboarding of candidates
It is not uncommon for candidates to speak of a rough or unsatisfactory onboarding process, with this sometimes becoming the reason for an employee moving on from the company. New employees often require more information about the company and like to interact with colleagues, but may not know how to go about it. They may be hesitant, especially if the person to contact is in a different department from theirs.
HR departments are trying to incorporate AI in their employee onboarding programs. The system automatically sends them all the required and requested information on their mobile computing devices – laptops, smartphones, or others. From company details and processes to work assignments, this provides direction to a new hire and saves their time and that of others. A well-created employee page could also be a great tool, providing all the necessary information for smooth onboarding.
Better performance of routine HR duties
AI systems powered by cognitive engines help HR professionals make the right decisions, driven by the right data. Training and development requirements could be planned better, and personalized to the needs of particular employees. Even tasks like leave requests, approvals, and other procedures become much smoother and clearer.
Elimination of bias
HR professionals are, after all, humans, and consciously or subconsciously, some bias often creeps into their work. This could be in the form of selecting a candidate for reasons other than merit (such as similar language, interests, or geographical origins), or more favorable performance evaluations. AI helps to curb – and possibly completely eliminate – bias, with AI algorithms tailor-made for this goal. This aids in selecting and promoting the right candidates, with decisions based on facts rather than gut feelings.
Predicting and dealing with employee exits
Employees moving on from a company often have HR leaders at a loss as to their reasons for making this choice. AI platforms can track online and offline activities of employees, as well as watching the tone of their verbal and written communications. By analyzing these, it can create a baseline for activity patterns. Comparing data for individual employees against the baseline could provide an indication of an employee who may want to exit, or is ready to do so. Informing the employer in time could help prevent an unavoidable exit, or in case there is no stopping the employee, helping the organization to scout around for a suitable replacement well in advance.
Intelligent employee analysis
For long, brands have collected consumer data, seeking to offer them a more personalized experience on the basis of insights about their preferences. HR leaders hope for similar results from incorporating AI in HR, with AI making the company stand out from other prospective employers and helping it stay ahead of its competitors due to its stronger talent base. People analytics could help to attract and retain the best talent, as the company will know and offer exactly what the employee wants.