Mike Clyne, Founder and HR Consultant at FeMan Consulting, considers how artificial intelligence (AI) could transform the HR sector.
According to the Institute of Student Employers ‘ISE Student Recruitment Survey’, nearly one-third (28 per cent) of employers are now using AI as part of their hiring process, a significant increase from 9 per cent in 2022.
I think it is obvious that the rapid advancement of AI in HR has the potential to have a great effect on the sector with the ability to automate routine tasks, enhance decision-making processes and provide advanced data analytics. This can help transform the HR role from a traditionally administrative function into a better strategic partner within organisations.
Implementing increased AI functions will impact various HR processes, including recruitment, hiring, onboarding, training and more - ultimately enabling HR professionals to focus on more high-value activities.
Benefits of Using AI in HR
Integrating AI into HR functions can streamline both recruitment and onboarding processes.
AI-powered applicant tracking systems can efficiently screen resumés and source candidates, ensuring a more effective recruitment process. These systems can analyse vast amounts of data, including social media profiles and video interviews however there is still some suspicion as to whether these models have any unhelpful biases within them.
These tools can be used within AI-driven chatbots, allowing engagement with candidates, answering any initial / basic queries and conducting preliminary assessments, enhancing the overall candidate experience. A survey of UK HR professionals conducted by HR Technologies UK found that 80 per cent support AI’s integration into their talent acquisition processes alone.
In terms of onboarding and training, AI personalises these processes by tailoring experiences and programmes to individual learning styles, leading to more effective knowledge transfer and improved productivity.
AI can conduct skill gap analyses and provide customised training recommendations, facilitating personalised employee development and career advancement. For instance, by analysing an employee's current skills, job performance, and career aspirations, AI can recommend targeted training programmes to help them upskill and progress within the organisation.
Challenges and Considerations of Using AI in HR
Integrating AI into HR has numerous advantages, however it also presents a series of challenges and considerations.
· Data Privacy: Security
As AI systems rely heavily on data, there are legitimate concerns around data privacy and security. Organisations must ensure employee data are handled responsibly and in compliance with relevant regulations.
· Ethical Implications: Bias Mitigation
AI systems can inherit and amplify human biases present in the training data or algorithms, potentially leading to discrimination and unfair treatment. Organisations must consider this bias, implementing mitigation strategies and ensure transparency and accountability in AI decision-making processes.
· Reskilling HR: Upskilling
As AI continues to transform the HR landscape, HR professionals must acquire new skills and knowledge to effectively use AI technologies in a way that does not alienate the workforce.
The Human Touch
Despite the incredible possibilities that AI can bring, there will always be a need for the human touch and human thoughts.
Strategic human capital management, change management, leadership development, conflict resolution and company culture building are some of the areas where human intuition, emotional intelligence and interpersonal skills are irreplaceable – at least for now!
I can’t yet imagine an AI tool that could lead organisational change or resolve complex personnel issues that require empathy, active listening and the ability to navigate intricate interpersonal dynamics.
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