It’s hard to ignore the AI (Artificial Intelligence) hype that has gained unwavering momentum over the past 5 years. We continue to hear how HR is one of the key business functions where AI can be applied, so we are taking a look at how this can be applied practically in the workplace.
New employees who typically want to meet people and acquire information may not know where to go. They may ask their new colleague or refer to the 100-page employee handbook.
AI systems have the potential to answer a new employee’s most pressing or job critical questions to help get them up to speed fast. For example, the system could provide training suggestions or provide the names, locations and contact info for people to connect with on the first day. That same employee could also be advised by AI engines that a new hire webpage contains a lot of useful information.
Automation of Administrative Tasks
AI may present an opportunity for HR to automate repetitive, low value add tasks and increase the focus on more strategic work, instead of HR spending time processing the steps of onboarding a new employee, triaging common questions and requests etc. Saving time in those arenas can help HR teams pivot to making sure they focus on value-add work that has a bigger impact on the success of their companies.
AI recruiters can automate scheduling interviews, provide ongoing feedback to candidates and answer their questions in real time. This potentially allows human recruiters to spend more time converting candidates to hires.
In a survey by the Human Resources Professional Association, researchers found that even when employers strive to be inclusive, they may subconsciously lean toward candidates who are most like them, or what they call “unconscious bias.” AI algorithms can be designed to help employers identify and remove these bias patterns in language they use to improve their hiring communications and welcome diverse applicants. AI could also present managers with candidates who may have been screened out due to human tendency to favour candidates with similar traits or competencies.
Identifying Exiting Employees
AI platforms are designed to single out employees that may be heading for the exit door. It tracks employee computer activity — emails, keystrokes, internet browsing, etc. The AI system can analyse the data to determine a baseline of normal activity patterns in the organisation. Based on that knowledge, it flags outliers and reports them to the employer and also detects changes in the overall tone of employees communications to predict when employees might be thinking of leaving.
The world of AI poses some exciting possibilities that can create dramatic productivity gains for HR. But the human element shouldn’t be neglected. From making the final hiring decisions to finding creative ways to keep workers engaged, HR teams know their employees and their organisation in ways AI software doesn’t.