The use of Artificial Intelligence in Human resources is Reinventing its various practices. It can be assured that the integration of the two make organizations better because these applications have the ability to predict, analyse and diagnose to help HR teams to make prudent decisions so as to improve the quality of the workforce. AI can be embedded in functions such as recruitment, training, onboarding, performance analysis, retention, etc. AI in HR can be viewed as an optimistic opportunity because AI enhances lives and helps to create a better future. AI can present opportunities for mastering new skills and gaining more free time, allowing HR professionals to expand their current roles in order to be more strategic within their organisation. While organisations are adopting AI into their human resource processes at varying rates, it is clear to see that the technology will have a lasting impact on the field as it becomes widely accepted. Hence “AI in HR” has rightly become the buzzword in the industry today.
The implementation of Artificial Intelligence in hiring practises has been arguably overwhelming. The past decades have witnessed substantial penetration of AI into Human Resource Practices and has gained incremental traction. The corporate sector has been immensely benefitted by the same, as they are now able to recruit the right people for the right job, with much ease and convenience. AI has reduced talent acquisition cost to a considerable extent and also has proven to be time-efficient. Research has proved that 96 % of HR managers believe AI can improve talent acquisition and retention significantly. Implementation of AI in talent acquisition goes beyond accessing candidate data. Instead, it aids to leverage the scale of applications and thereby help companies find the best candidates for the job. AI technology has paved the way for the transformation and improvement of many traditional processes, but human interaction is still necessary.
What is Artificial Intelligence, and what are the uses of Artificial Intelligence in Human Resources?
Artificial Intelligence is a branch of computer science, and it refers to the simulation of human intelligence by programmed machines. The ideal characteristic of Artificial Intelligence is its ability to rationalise and take actions that have the best chance of achieving a specific goal. It is based on the principle that human intelligence can be d defines in a way that a machine can easily copy it and execute tasks, from the most simple to those that are even more complex. The goals of artificial intelligence include learning, reasoning, and perception. The applications of AI are infinite. The technology can be applied to many different sectors and industries, and so the Human Resource stands to be no exception. AI is sometimes referred to as machine intelligence as it demonstrates intelligence through machines, as opposed to the natural intelligence displayed by humans or animals. A typical AI analyses its environment and takes actions that maximise its chance of success. It usually revolves around the algorithm, which is a set of unambiguous instructions that a mechanical computer can execute. Many AI algorithms are capable of learning from data; they can enhance themselves by learning new strategies or can themselves write other algorithms to suit that particular scenario or situation. AI has the ability to take large volumes of data that a human couldn’t possibly process and it into actionable information. Given are some of the major uses of cases of AI in HR.
The application of AI in HR has the ability to analyse and upgrade the process of candidate sourcing. Due to its ability to process data at a large scale, the reach is broader, and the entire exercise of creating a talent pool is much faster. AI can contribute to removing the difficult and time-consuming task of sourcing for candidates on social media, job boards, or checking online resumes. Hence this technology eases the entire candidate sourcing process and makes it less a hustle.
It is easy for recruiters to miss out on potential candidates if they are dealing with thousands or, for that matter, hundreds of them per job. These applicants may be in the pool of talent, but owing to the enormous volume, it becomes difficult to find every single potential prospect that may be best suited for the role. AI helps talent acquisition teams by screen the applicant pool extensively and accordingly, scoring on their fit. The latter saves the countless screening hours of the recruiters while providing more time to focus on top talent. AI can also aid to increase candidate engagement by automatically sending chats, emails, assessments, and the next step.
AI in HR has enabled employers to run more targeted ads that yield better results. Programmatic advertising is used to display targeted ads to the targeted candidate audience. Highly targeted ads are made possible by using the prospect’s professional interests, cookies, and demographics. Cookies, for instance, reveal the type of jobs potential candidates were most interested in upon visiting career and job posting pages.
The influence of AI is more felt in various HR processes like screening of prospective candidates, recording and maintaining the database, automating interview schedules, sending a message, answering job seekers’ query and much more. It helps in preliminary tasks which can be tedious and boring. This, in turn, reduces the hiring time and increases productivity for HR professionals. AI-backed programs in HR introduce the employee to the job profile, new hire information like reporting authority, team members, task assignment, administrative tasks, policies and almost all first-hand information through an app or laptop on his/her first day and thus providing for a personalised experience.
AI recruiting solutions to contribute to diverse hiring by eliminating basic bias factors that a human would almost subconsciously sustain. AI in HR can be configured to ignore gender, age, and race when assessing the credibility of the candidate while going through their profiles. It is well known that building a diverse workforce provides organisations with several benefits, spanning from increased creativity and innovation to employee productivity and retention.
AI recruiting chatbots and assistants provide a seamless and efficient way to gather data from candidates. Important application details and screening questions can be collected via chatbot and instantly shared with recruiters and saved the job application. Automating the process of simple screening, questions can save talent acquisition teams the long process of sending emails and calling or texting. All of which can have a positive impact on candidate experience.
Certain administration tasks in the offer and onboarding stage of the employee lifecycle need to be concluded repeatedly and, as such, can require HR bandwidth and resources. AI can help to automate mundane tasks like creating templates for offer letters, handling background checks, organising employee records, and delivering onboarding paperwork. Hence AI in HR helps in reducing manual labour of HR professionals so that they can devote their valuable time in better tasks.
Some pitfalls of the uses AI in HR.
Just like everything else on earth, there exists another side of Artificial Intelligence tools used by HR departments. Although AI in HR can do a clean job at recruiting without human bias or human error, they may not be able to weigh and implement important variables such as company culture and similar company values during decision making. Despite such digitally competent technology, there may be still a need for human interaction as the system may not completely exhaust all the challenges faced by each individual. Let us see some of the cons of AI in HR:
Assuming that AI can play over purely human roles
No doubt a mechanised process well equipped with AI can narrow down a lengthy list of applicants to a more manageable shortlist based on certain parameters, it is unreasonable to expect AI to carry out more human roles than this. A case in point is that the AI tech, an Israel based startup, Faception released. They claimed that this tool could analyse the facial structure of candidates and, from it, gauge their IQ, personality type, and even their tendency to exhibit violent behaviour. On their website, they showed various types of facial structures and labelled them as “high IQ,” “academic researcher,” “professional poker player,” and more so “terrorist.” This was a highly derogatory and questionable conclusion to be drawn by the company and was also downright ludicrous. This is when claims of the potential of technology go from ridiculous to unquestionably discriminatory. Personality tests and personal interviews are as important and relevant today as they were decades ago. This is something that must never be overlooked because HR decisions should always be people-driven.
Not Emphasising on data size.
It is advisable to proceed with the utmost caution when it comes to the implementation and management of AI in H processes. This exercise demands a large number of skills and expertise. The size and scale of data matter to a great extent while taking various HR decisions. It is a well-known fact that effective statistical interpretation requires samples of significant size so as to avoid any erroneous results. It is the same for data analysis. Allowing for a large amount of data to be fed into machine learning models also enables the inclusion of all possible scenarios, thereby side-stepping glitches in decision making that could have perilous consequences in the future.
No upskilling before the implementation of the AI process.
The most obvious and perhaps the most pertinent point is that Hr professionals need to become more data fluent. It’s important for those in the Human Resource field to view their function as data-driven. Implementing a range of AI-equipped processes without the requisite training and proper insight and guidance from domain experts can not only leave the HR department in the lurch but can also lead to faulty use of Ai tools, thereby affecting decision making and costing the entire organisation, not to mention a whole host of potential employees. Muddled and poorly managed AI system then succumb to the very same human biases that they are designed to side-step. Hence, it is advisable to start in a small sample and then extend eventually. Once preliminary training and expert advice are absorbed, the HR department will be ready to incorporate sophisticated tech tools.
Though AI most certainly has revolutionised the entire hiring and HR space and brought about positive changes in the work environment, it is not free from glitches. From monitoring workplace issues to keeping track of the individual stress levels and productivity, AI tools can not only alert leaders about their team’s general morale but can also predict incidents of data theft and cyber-attack by observing the unusual activity. But this comes at a cost. There is a lot of invasion of privacy if viewed from an employee’s point of view. Not only do such processes require the utmost transparency to be implemented, but the implementation should be based on the consent of the workforce. Otherwise, it can lead to a breach of privacy and personal space of the employees.
Not prioritising the importance of bias elimination.
Ai learning is often susceptible to bias, which may lead to misleading results, which in turn can jeopardise the entire decision-making process of the HR department. The whole concept of AI is that humans are training technology to behave like humans. And if humans have garnered biases over centuries, it is only natural that these get unconsciously taught to artificial intelligence programs. It becomes rudimentary to become extra conscious of human biases and consequently eliminate any chances of associated machine-made errors.
There are several practical uses of AI in HR and the management of the workforce. Artificial intelligence can be automated to assist hand in hand with the human resource management department throughout the employee lifecycle. Though the technology cannot be regarded as completely infallible, its benefits definitely surpass its cons. The subject of artificial intelligence is far from complete; there lays a long road ahead.