Artificial Intelligence (AI) is changing how we work, and the human resources (HR) profession is no exception. HR executives need to stay informed about the impact of AI on the industry, as well as how to leverage the technology to streamline operations and create better outcomes for employees.

Arjun Sethi, CEO of Zenefits, notes, “AI will enable HR to shift its focus from the transactional to the strategic, and ultimately create a more engaging employee experience.” HR executives are already seeing the potential for AI to revolutionize HR, as Josh Bersin, Founder of Bersin by Deloitte, notes that “AI has the potential to provide more accurate and actionable insights into employee behavior and performance.”

In this article, we will explore how AI is likely to impact the HR profession, along with specific examples of companies that are using AI effectively in each area. Tomas Chamorro-Premuzic, Chief Talent Scientist at ManpowerGroup, notes that “the biggest impact of AI on HR will be in talent acquisition, where AI-powered tools can help us identify and attract the best candidates for a given role.”

One of the most significant impacts of AI in HR is in the recruitment and candidate selection process. Hilton Worldwide is one company that is using AI-powered recruitment tools effectively. The company has implemented AI-powered resume screening tools that have led to a 92% reduction in the time needed to fill a position. Hilton has also seen a 50% increase in candidates who enter the interview stage. Unilever has also implemented AI-powered candidate screening tools that have reduced the time to hire by 75% and seen a 25% increase in the number of diverse hires due to the use of these tools.

AI can also be used to improve employee engagement and retention. As Shannon Schuyler, Chief Purpose and Inclusion Officer at PwC, points out, “AI can help us to identify patterns and trends in employee data that we might not have been able to spot otherwise and use that information to create a more engaged and productive workforce.” Accenture is one company that is using AI-powered chatbots to engage with employees. The company has implemented AI-powered chatbots to provide personalized employee recommendations based on their preferences and needs. This has led to a 75% reduction in time spent on HR queries and a 60% increase in employee engagement.

AI can also be used to improve learning and development programs. Tim Leberecht, Founder and CEO of The Business Romantic Society, says, “AI can help us to identify skills gaps and training needs in our workforce and create personalized learning and development programs that meet the needs of each employee.” IBM is one company that is using AI-powered learning and development tools effectively. The company has implemented AI-powered tools that can create personalized learning paths for employees, leading to a 50% increase in the completion rate of training programs and a 40% reduction in the time it takes to complete a training course.

AI can also be used to improve HR analytics and reporting. PwC is one company that is using AI-powered analytics tools to improve HR reporting. The company has implemented AI-powered analytics tools to analyze employee data and identify areas where it can improve its diversity and inclusion efforts. This has led to a 10% increase in the number of diverse hires and a 20% increase in the retention of diverse employees.

While AI can benefit HR significantly, it is important to note that it is not a replacement for human expertise and judgment. Bersin notes, “AI is not a magic solution that can solve all our HR problems.” HR executives must still exercise their judgment in using AI-powered tools to make decisions that impact employees. It is also essential that HR teams understand the limitations and biases of AI-powered tools and take steps to mitigate them.

For example, AI-powered recruitment tools can sometimes perpetuate unconscious bias in hiring if they are not properly calibrated. As such, HR executives need to ensure that the algorithms used in AI-powered tools are transparent and free from bias. They should also monitor the performance of AI-powered tools and make adjustments as needed to ensure that they deliver the desired outcomes.

In addition, HR executives should consider the ethical implications of using AI-powered tools in the workplace. For example, using AI-powered tools to monitor employee productivity or behavior could raise privacy and data protection concerns. HR executives need to ensure that they are using AI-powered tools in an ethical way that respects employees’ rights.

As the use of AI in HR continues to evolve, HR executives must remain up to date with the latest developments and best practices. By doing so, they can position themselves and their organizations to take advantage of AI’s opportunities while mitigating any potential risks or negative impacts.

Artificial Intelligence (AI) is changing how we work, and the human resources (HR) profession is no exception. HR executives need to stay informed about the impact of AI on the industry and how to leverage the technology to streamline operations and create better outcomes for employees.

In this article, we will explore how AI is likely to impact the HR profession, along with specific examples of companies that are using AI effectively in each area.

Recruitment and Candidate Selection

One of the most significant impacts of AI in HR is in the recruitment and candidate selection process. AI-powered tools can help HR teams to source and screen candidates more efficiently and effectively. For example, AI algorithms can analyze resumes, identify key skills and experiences, and rank candidates based on their fit for a particular job.

Hilton Worldwide is one company that is using AI-powered recruitment tools effectively. The company has implemented AI-powered resume screening tools that have led to a 92% reduction in the time needed to fill a position. Hilton has also seen a 50% increase in candidates who enter the interview stage. Another company that is using AI-powered recruitment tools is Unilever. The company has implemented AI-powered candidate screening tools that have reduced hiring time by 75%. Unilever has also seen a 25% increase in the number of diverse hires due to the use of these tools.

Employee Engagement and Retention

AI can also be used to improve employee engagement and retention. HR executives can use AI-powered tools to analyze employee sentiment and identify potential issues impacting engagement levels. AI can also be used to deliver personalized recommendations to employees, such as training opportunities or career development paths, that can help to increase their engagement and job satisfaction.

One company that is using AI-powered chatbots to engage with employees is Accenture. The company has implemented AI-powered chatbots to provide personalized employee recommendations based on their preferences and needs. This has led to a 75% reduction in time spent on HR queries and a 60% increase in employee engagement.

Learning and Development

AI can also be used to improve learning and development programs. HR executives can use AI-powered tools to identify knowledge gaps and deliver personalized employee training. AI can also analyze employee performance data and identify areas where additional training may be needed.

IBM is one company that is using AI-powered learning and development tools effectively. The company has implemented AI-powered tools to create personalized employee learning paths. This has led to a 50% increase in the completion rate of training programs and a 40% reduction in the time it takes to complete a training course.

HR Analytics and Reporting

AI can also be used to improve HR analytics and reporting. HR executives can use AI-powered tools to analyze large amounts of employee data, identify patterns and trends, and make data-driven decisions. AI can also be used to automate HR reporting processes, reducing the time and effort required to create reports.

PwC is one company using AI-powered analytics tools to improve HR reporting. The company has implemented AI-powered analytics tools to analyze employee data and identify areas where it can improve its diversity and inclusion efforts. This has led to a 10% increase in the number of diverse hires and a 20% increase in the retention of diverse employees.

While AI can benefit HR significantly, it is important to note that it is not a replacement for human expertise and judgment. HR executives must still exercise their judgment in using AI-powered tools to make decisions that impact employees. It is also essential that HR teams understand the limitations and biases of AI-powered tools and take steps to mitigate them.

For example, AI-powered recruitment tools can sometimes perpetuate unconscious bias in hiring if they are not properly calibrated. HR executives need to ensure that the algorithms used in AI-powered tools are transparent and free from bias. They should also monitor the performance of AI-powered tools and make adjustments as needed to ensure that they deliver the desired outcomes.

In addition, HR executives should consider the ethical implications of using AI-powered tools in the workplace. For example, using AI-powered tools to monitor employee productivity or behavior could raise privacy and data protection concerns. HR executives need to ensure that they are using AI-powered tools in an ethical way that respects employees’ rights.

In conclusion, AI is changing how we work, and HR executives need to stay informed about the impact of AI on the HR profession. By leveraging AI-powered tools, HR teams can streamline operations, improve employee engagement and retention, and make data-driven decisions. However, exercising caution and ensuring that AI-powered tools are transparent, free from bias, and used ethically is important.

As AI evolves, HR executives must remain current with the latest developments and best practices. By doing so, they can position themselves and their organizations to take advantage of AI’s opportunities while mitigating any potential risks or negative impacts.

Sources:

• Hilton Worldwide
  https://hbr.org/2018/06/hilton-is-recruiting-with-artificial-intelligence
• Unilever https://www.forbes.com/sites/forbestechcouncil/2020/10/15/the-impact-of-artificial-intelligence-on-hiring-and-diversity/?sh=1b10140f4376
• Accenture https://www.accenture.com/us-en/insights/artificial-intelligence/ai-chatbot-employee-engagement
• IBM https://www.ibm.com/watson/talent/learning
• PwC https://www.pwc.com/us/en/services/consulting/workforce-of-the-future/library/artificial-intelligence-in-hr.html
• Hilton Worldwide (https://hbr.org/2018/06/hilton-is-recruiting-with-artificial-intelligence)
• Unilever (https://www.forbes.com/sites/forbestechcouncil/2020/10/15/the-impact-of-artificial-intelligence-on-hiring-and-diversity/?sh=1b10140f4376)

In conclusion, AI has the potential to transform the HR profession by enabling HR teams to work more efficiently and effectively while delivering better outcomes for employees. However, HR executives must be mindful of the limitations and biases of AI-powered tools and take steps to ensure that they are used ethically and responsibly. Doing so can create a more engaging and productive workplace that benefits both employees and the organization.