APPLICATION OF ARTIFICIAL INTELLIGENCE IN HR

“The real risk with AI isn’t malice but competence. Moreover, a super-intelligent AI will be extremely good at accomplishing its goals. If those goals aren’t aligned with ours, we’re in trouble.”

— Stephen Hawking, Theoretical Physicist

In the past, we viewed Artificial Intelligence as science fiction. Today, however, AI represents the most advanced technology across all fields. The World Economic Forum’s report predicts that AI will create 85 million jobs by 2025. Consequently, human resources now embraces this technology as a recent trend.

What is AI?

Artificial Intelligence simulates human activities and intelligence through machines and computers. Furthermore, organizations believe machines can handle complicated tasks that once required human wisdom.

In 2018, only 32% of workers used AI. Now, that number has increased to 50%.

AI Integration with HR

Today’s competitive market demands highly talented people. Therefore, the HR department handles everything from recruiting to onboarding the perfect candidate.

This process requires speed, accuracy, and personalization. Additionally, artificial intelligence delivers on these requirements effectively. The pandemic accelerated AI adoption further.

IDC predicts spending will reach $97.9 billion on AI by 2023. According to Gartner, organizations use AI in 17% of HR functions. Experts expect this to reach 30% in 2020. When HR leaders and teams develop AI fluency, they reinvent the field.

How Organizations Implement AI in HR

Many companies now require AI in their talent acquisition process. These activities demand significant accuracy. Let’s explore how AI works in practice.

In the Recruitment Process

Screening candidates represents the most important recruitment step. We reject applications unsuitable for the job. The challenge lies in completing this quickly while selecting the right candidates. Fortunately, AI easily handles this process based on the information we provide.

For example, some organizations’ talent acquisition teams create virtual intelligence for screening applicants. They use artificial intelligence called JIM (Jobs Intelligence Maestro). JIM screens candidates in 32 minutes. Additionally, it improves job application completion rates in 8 minutes, and responds to 96% of candidates.

Conducting Interviews

A 2016 CareerBuilder research study found that 75% of employers recruit the wrong person. This leads to costs of 2.5X the salary. Subsequently, AI interviews became a recent trend in 2020 due to the pandemic. Many organizations now use this approach to select candidates.

AI asks questions and scores candidates based on facial expressions and audio responses. Moreover, this approach breaks down selection barriers based on age, color, and religion.

Onboarding New Hires

Organizations use AI to help new hires during onboarding. For instance, AI clarifies which documents to bring on the first day. It explains tasks and responsibilities. Additionally, AI arranges meetings with co-workers.

Companies use Natural Language Processing (NLP), which understands and processes human language successfully. Chatbots invite new hires and introduce them to co-workers. Furthermore, Optical Character Recognition (OCR) verifies employee details and information through required documents.

Boosting Employee Performance

When customers call your organization, AI forwards the call to the correct department. Therefore, this reduces customer frustration and prevents productivity loss among employees.

Bank of America organized a national training program for front-line employees. John Jordan leads The Academy and Advisor Development at the bank. According to John, success comes when front-line employees understand their clients’ real needs.

The Center for Creative Leadership conducted research on this topic. They found that developing emotional intelligence and empathy improves job performance. Thus, both front-line employees and leaders benefit from these skills.

Learning and Training

Learning creates a significant impact on organizations. Additionally, age, ethnicity, and cultural background influence this impact. AI helps employees with learning and training. Employees update themselves with new innovations and technologies based on their job and skills.

Many companies arrange e-learning platforms to enhance employee skills. Furthermore, Oracle conducted a research study that revealed 27% of HR leaders believe AI will provide a powerful solution for employee training and development.

Future of AI in HR

Many people worry that AI expansion will replace human roles in organizations. However, innovators designed AI to help humans, not replace them. The Future of Jobs Report from the World Economic Forum confirms this. Their project states that 133 million new jobs will emerge in the future.

When we think about AI in HR, we often imagine analytical applications. These techniques use previous history, data, and algorithms in a smarter way. However, huge opportunities exist in this field. Here are some examples:

• AI virtual assistants automate the scheduling of meetings.

Smart home devices learn and understand human behavior. These thermostats increase daily convenience and reduce costs.

Writing apps recognize writing problems through natural language processing. They polish writing structures. Moreover, these early AI systems reduce our time and increase readability.

AI translators help employees overcome language barriers. These translators currently handle 8 languages. Furthermore, experts expect this to increase to more than 500 languages.

Conference participants struggle to take notes. Now AI bots take complete notes after you dial them. Additionally, the notes arrive directly in your inbox after the call ends.

Everyone faces a bunch of emails in their inbox. However, smart reply features analyze emails and suggest quick, bite-sized responses.

AI assistants handle recruiting, allowing focus on entire candidate management. Furthermore, AI-powered Robot-Recruiters search for candidates using voice recognition.