While there has been increased discussion surrounding Artificial Intelligence (AI) in Human Resource practices, it’s important to acknowledge that AI has been prominent in recruitment for many years. Consider your Applicant Tracking System (ATS) for example. Does it recommend top candidates? Have you ever received personalized job or candidate recommendations from platforms like Indeed or LinkedIn? These actions and more are powered by AI.
Enter Generative AI. A game-changer that places multiple AI applications at our fingertips. Crafting communications, analyzing data, content creation, and more could potentially be revolutionized and leveraged to boost productivity and efficiency.
The buzz around AI has made it a central focus for those in leadership positions within HR. In fact, a staggering 76% of HR leaders believe that their organization is at risk of falling behind their competitors if they don’t adopt and implement AI within the next 1 to 2 years.
For organizations that have adopted AI into their processes, the most common integrations involve Talent Acquisition, Learning and Development, and Performance Management. This includes everything from candidate screening and communication to career path planning, learning initiatives, and sophisticated performance monitoring and prediction.
Beyond the obvious or current applications, there are a number of exciting new innovations on the horizon for ways to utilize AI in the HR sphere:
- Increased HR Service Support:
In the not-too-distant future, HR chatbots could provide 24/7 assistance to businesses, answering basic HR-related questions, and enhancing employee support.
- Improved Employee Experiences:
The potential for automated hiring and onboarding processes, chatbot-led screening and interview bookings, regular feedback loops – all contributing to a seamless employee journey from application to ongoing engagement.
- HR Analytics:
AI could organize various HR-related datasets, making them usable and even analyze the information to provide relevant insights and metrics for informed, data-driven decisions.
With the ongoing integration of AI, it’s anticipated that employees will spend 60-70% less time on routine tasks and administrative work, leaving them with more capacity to focus on more impactful work.
However, as with any transformative technology, AI in HR comes with its own share of risks and considerations:
- Bias and Discrimination:
Gender bias in resume screening based on specific job description details is a pertinent concern.
- Privacy and Cybersecurity:
Safeguarding employee and applicant data and organizational information requires robust measures to protect against potential risks.
- Reskilling:
Organizations must invest in training employees to utilize AI effectively, ensuring they can harness its full potential.
For organizations contemplating AI implementation, success hinges on strategic considerations:
- Establish an AI Strategy:
A clear roadmap outlining how AI will increase overall productivity is crucial for successful implementation.
- IT Resources and Capabilities:
Adequate infrastructure, including data management, cybersecurity, and skilled personnel, are essential for utilizing AI effectively.
- Strong HR and IT Alignment:
Collaborative efforts between HR and IT departments are crucial to establish a clear strategy, considering the future skills needed.
It is clear that AI has the potential to empower organizations to create a positive employee experience, make timely data-driven decisions, and, most importantly, invest more time in the heart of any organization – its people. As leaders, it’s our responsibility to navigate the AI wave, educating ourselves and embracing its potential while addressing challenges head-on for the betterment of our workforce and organizations as a whole.
To find out more about the wide variety of services RLB People can provide you with contact the team at people@rlb.ca or visit their website at people.rlb.ca.
