AI Is Transforming 5 Crucial Areas of HR

Increased investment in smarter HR technologies has led to some interesting innovations in the AI ‒ HR space. 

AI in Recruitment

 AI has made candidate sourcing, screening, and matching easier for organizations. In addition to improving efficiency, AI is also helping HR leaders overcome human-bias in decision making.
Language within job descriptions steers diverse, qualified candidates away from a position. Gender-coded language, which is the language that lends itself towards the ideas and stereotypes surrounding different genders, can subconsciously deter qualified talent. For example, a man is less likely to apply for a job ad that describes the ideal candidate as ‘feisty,’ while a woman is less likely to apply for a job ad that seeks a ‘domineering’ candidate. When writing job descriptions, the employer may not mean to make these mistakes; every one, in some ways, uses gender-coded language. That’s where artificial intelligence comes into play.
AI systems are being used to create inclusive job descriptions and review them for gender-coded language. With several large corporations embracing this on a company-wide level, it stands to reason that AI-augmented job descriptions will become more common. (5)

Here are some of the key use cases of AI in recruiting

  1. Candidate sourcing
  2. Lead nurturing
  3. Candidate screening
  4. Interviewing
  5. Onboarding

AI in HCM (Human Capital Management)  

AI is enabling organizations to meet increasing employee expectations by helping HR teams reimagine people and talent processes to build stronger teams, reduce employee turnover, and enhance the employee experience. A few major impact areas for AI in HCM include

  1. Performance management
  2. Workforce planning
  3. People analytics
  4. Virtual assistants for self-service/HR service delivery
  5. Career Pathing
  6. Leadership and coaching (6)

AI in Employee Engagement

 AI has been a catalyst for how businesses interact with their employees. Key uses cases include

  1. Intelligent surveys
  2. Real-time feedback platforms
  3. Rewards and recognition
  4. Personalized messaging and communication (7)

AI in Employee Benefits

AI and automation can ease the administration, implementation as well as management of employee benefits. Sparkhound deployed a chatbot to help demystify benefits for employees. It is already seeing positive outcomes from the deployment. They have recently launched an HR BOT to answer the top 30 benefits questions that have been received over the last four years. Part of that launch includes a feedback button for continuous improvement. Although it was a soft launch, it is already hearing positive comments about the ease of use and the immediate responsiveness. Right now, many employees, as well as HR people, believe that HR’s role is to provide human involvement every time the manager or employee needs assistance. It is now easily understandable why …that has been the culture of companies since HR was called a ‘personnel department’. That was before everyone had a cell phone in their hand, shopped online and chatted with customer service. (8)

Key use cases of AI in benefits administration include

  1. Benefits personalization
  2. Benefits automation
  3. Benefits communication
  4. Benefits compliance

AI in Learning and Development 

 In the current talent landscape, where skills have a shorter shelf life than ever before, AI could prove to be the game-changer. AI is enabling learning platforms to replicate the qualities of successful consumer content platforms like YouTube and Netflix to improve learning outcomes. Some of the key impact areas of AI in L&D include

  • Personalized learning pathways
  • eLearning analytics
  • Conversational interfaces (9) 

As HR teams across organizations begin working alongside AI, HR has the potential to become a true “people function.” As processes become more data-driven, decisions become more objective, and previously opaque processes become transparent and fairer, HR professionals can build employee engagement, trust, and winning workplace culture. In a way, if humans stop doing robotic tasks, they can bring more humanity to the HR function. (10) 

The upcoming articles in BIT blog based on AI would be of “Succeeding with AI in HR” series, It will dive deeper into how AI is transforming each of these HR functions and how you can deploy these technologies and measure the ROI of your AI initiatives. 

 

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