Does A.I. benefit HR?

When we think of A.I., we tend to think of Hollywood films such as The Terminator or I, Robot where A.I. is to be feared as a threat to humanity. Many TV shows and movies have conditioned us to be fearful of the possibilities of A.I making it a controversial topic.

50 years ago, A.I. was once thought to be something that many of us wouldn’t have believed we’d see in our life time. However, in reality the topic of A.I. has already submerged itself into our everyday lives, it’s on our phones greeting us with a ‘Hi, how can I help you?’, we’ve given it names like ‘Siri’ and ‘Alexa’ and I’m sure we can all agree that A.I. has made our lives easier.

So, what does AI mean for HR?

Well, it means recruitment can be made a lot easier. Recruiting for a job can be demanding with recruiters receiving an average of 118 applications per job advert according to Forbes. This makes it  difficult for most candidate’s applications to be seen by recruiters. AI would make it easier to review the application of all talents who applied.

AI reduce the amount of time spent reviewing CVs and increase the chances of finding the right candidate.  Automated systems such as NLU (natural language understanding) and NLP (natural language processing) allow recruiters to scan and authenticate people data in seconds, highlighting candidates achievements, expertise, experience and behavioural traits.

AI as an introduction tool

Automation programmes and chatbots have become integrated into many organisations including training courses, company policy introduction tools and software used to book holidays. This is just the start of what AI can do.

Studies show that x amount of managerial staff find it difficult to talk about harassment, racial discrimination and sexism in the workplace. Here AL can really serve a purpose.

Dr Julia Shaw, memory scientist at UCL and co-founder of Spot, states “Talking to a human about harassment is hard. Talking to a bot can be easier because people can just express themselves, write for as long as they need, whenever they need and never feel like someone is assessing their account. Chatbots allow for anonymous reporting and quicker response to such reports. Only by providing better communication channels can we deal with our current under-reporting crisis.”

Fear of job loss

Fear is often paired with technological advancement. The panic that emerges in relation to AI is the fear of job loss. However, AI is meant to provide a backbone of support by taking away the obligation of unwanted admin tasks from employees who could invest their time into other more constructive areas of business.

This is why AI and human capability should be used in unison in HR to provide the best of both worlds, AI’s data focused technology will help HR professionals to gather unique insight, allowing them to focus on strategic solutions, employee and personal development, and creative problem solving.

Retention and employee investment has been a hot topic in HR for some time now. With the help of A.I. employers will have more resources to invest into retraining and upskilling employees resulting in low levels of turnover.

Innovation is inevitable

An important lesson to take away from this is that if we don’t accept change we’ll just left behind. A.I. is a disruptive innovation that will change the way we do HR for the better, rather than fearing the inevitable, let’s welcome it with an open mindset.