Artificial Intelligence is the most talked-about technology in the world right now. The media is filled with stories about the possibilities of AI, or what AI might look like in the future.
But what about right now? Could your business adopt Artificial Intelligence today and make an immediate difference to your HR team?
The answer is: yes. Right now, there are hundreds of new companies looking at ways to improve HR processes with AI. Let’s take a look at some of the main use cases.
5 main uses of AI for HR teams
The overwhelming majority of today’s AI tools focus on issues related to recruitment and talent acquisition. However, we’re also seeing companies tackle other HR problems, such as employee experience and learning management.
(Disclaimer: The following list is not an endorsement of any specific tool or platform. If you'd like more advice about HRIS and HR technology, speak to an expert consultant today.)
1. Recruitment and talent strategy
Some of the new AI tools focus on a specific pain point in recruitment. For instance, a lot of time is spent sorting through resumes and performing basic screening interviews. With AI, you can use tools like Skillate to automatically “read” resumes and identify the best candidates to advance. Meanwhile, Interview.AI creates an AI “interviewer” who can video chat with candidates and perform basic screening.
Elsewhere, some companies are using AI to expand the idea of the traditional Applicant Tracking System. Eightfold.AI uses Artificial Intelligence to combine talent acquisition and talent management. The company claims that this aligns recruitment with professional development, making it easier to create long-term career paths.
2. Learning and development
Professional development is one of the essential Total Rewards that contribute to employee engagement and retention. However, training delivery is still a big challenge. From a HR perspective, there are two major issues: creating personalized training materials that suit individual needs, and scheduling regular time for professional development.
AI platforms hope to address these issues. Companies like Axonify offer flexible training platforms that allow learners to approach information in a way that suits their schedules. AI-powered tools like Hive Learning and Sana Labs aim to create bespoke learning paths that adapt to individual needs.
3. HR analytics
Artificial intelligence can perform in-depth data analysis in a matter of seconds, then create reports with actionable recommendations. In time, we’ll probably see this kind of AI appear as a new feature in some of the more familiar HRIS platforms.
In the meantime, some companies are doing exciting things with HR analytics. Tools like OneModel use AI for data organization, which makes it easier to get all of your most important data into one place. Meanwhile, tools like Visier provide a chatbot that allows you to ask questions and get detailed responses based on your internal data.
4. Employee experience
Self-service portals are a key part of the employee experience, and AI can take self-service to the next level. Platforms like Leena AI provide chatbots that allow employees to self-manage complicated processes. It can also offer detailed answers based on HR policy documents.
Sentiment analysis is another important application of AI. Tools like InFeedo can help conduct engagement surveys that offer insight into the current employee experience. These tools can also analyze the language in employee responses, highlighting areas of concern and identifying issues that might lead to higher staff turnover.
5. Performance and talent management
How do you keep your team moving forward? The first step is to focus on performance management, which is where tools like Effy could be helpful. Effy provides 360 reviews, including self-appraisals delivered through an AI chatbot. Leaders can link these performance reviews to project milestones to track individual performance against strategic goals.
There are also talent management tools such as Workera which aim to identify the brightest stars on your team. These tools use analytics and surveys to find people best suited to long-term development programs, such as leadership training.
What to know before you adopt AI in your HR team
Artificial intelligence is a very new, very exciting technology. It’s definitely worth investigating some of the emerging platforms to see if they can help streamline your HR department.
That said, it’s important to be aware of AI’s risks and challenges. Before investing in new software, be sure to consider the following:
- Privacy and security: Most AI tools rely on a third-party service, such as ChatGPT, to power their service. This means that your data might be passed around between multiple servers, which could create security and privacy issues. Always talk to your vendor about their security policies—especially if you’re working with Personally Identifiable Information.
- Reliability: AI can make mistakes, especially when performing complex tasks. Often, these mistakes are hard to detect. Any AI tool will require strict human oversight and regular audits.
- Cost: AI is cheap but not free. There’s an upfront cost for integration and testing, plus you may need to train your own AI model. There’s also a per-action cost, so you’ll need to study pricing plans before you commit.
- Integration: When you’re making any tech investment, you need to consider how it will affect your current tech stack. For instance, you might use an AI tool to help with recruiting, but can that tool communicate with your existing ATS or HRIS?
- The human touch: Never forget the value of human-to-human interaction. People are the basis of your organizational culture, which means that an over-reliance on automation could damage team spirit.
Ultimately, this wave of AI is like previous waves of digital transformation. There are some exciting opportunities, but take care to research everything thoroughly before you make a commitment.
Need help with HRIS?
Making a decision about HR technology is extra tricky. You need to consider how your new tech might impact the employee experience and workplace culture—plus, you need to explore any potential compliance issues.
It’s easier when you’ve got expert help. Helios HR’s consultants can help you build an IT strategy that perfectly supports your people strategy. Book a call today and let’s talk about best tech options for your team.
