Artificial intelligence is changing our world both at home and at work.
AI is growing every day at an alarming rate. In fact, Adobe reported that the number of jobs that require AI has increased by 450% since 2013.
Is your organization keeping up? Or are you losing money by not streamlining processes with AI?
There is considerable potential for AI to alter the way we do business in every industry, but it can really revolutionize the human resources department.
Keep reading for ways you might integrate AI in HR.
Qualities of AI
While there is no official definition, artificial intelligence (AI), is thought of as machines that are programmed to respond in a way that is consistent with human contemplation and judgment.
AI software systems help make decisions that usually require human expertise. To do this, they are designed to act with intention, intelligence, and adaptability.
Unlike a traditional computer, AI software gathers data and directly acts on those insights by using algorithms.
With faster processing speeds, these algorithms are capable of making sophisticated decisions in seconds.
AI and machine learning go hand-in-hand.
Machine learning looks for trends while collecting data, identifying problems for software engineers to address. This allows them to quickly analyze specific issues.
While they gather data and identify trends to make decisions, AI systems are learning and adapting at the same time.
This is how AI technology has facilitated the invention of fully autonomous vehicles. AI can completely control a car or truck while making navigational decisions.
Using AI in HR
AI has the potential to increase efficiency, accuracy, and productivity in every workplace. Almost 40% of companies have started to implement some form of AI in HR alone.
Using these systems is giving human resources offices the ability to improve employee retention, attract better candidates, and even gain value from new data.
Let’s take a look at four ways artificial intelligence is changing human resources.
1. Automation of Repetitive Tasks
More and more organizations are implementing AI software to streamline repetitive work processes.
AI creates more time for human resources professionals to build meaningful relationships with candidates and employees.
Repetitive, low-value tasks are time-consuming and require a lot of energy from human resources managers. These tasks prevent managers from handling more productive, strategic work.
For example, many companies require their employees to pre-approve vacation days. In most cases, this involves emailing a human resources manager who will then check the calendar and respond to the employee.
An organization that uses AI might tell their employees to go online and submit a request for vacation. They would receive a response in moments, thanks to a back-end algorithm that checks their vacation request against those that have already been approved.
While AI takes on these routine tasks, employees are able to tackle more in-depth issues in the workplace. They can be present to answer questions during the onboarding process, or when an employee is having an issue with another employee or supervisor.
2. Attracting Talent
While some are worried that AI will cause people to lose jobs, many are optimistic that using AI will actually result in job creation.
For one, AI can make talent acquisition more efficient. Algorithms augment the process of finding the perfect candidate by selecting people who fit the company’s target profile. This means the candidate pool is stronger, which allows recruiters more time to guide potential candidates.
This means less time spent filling positions and more energy focused on employee retention.
With this extra time, managers can focus on developing solid work-life balance or recognition and rewards programs. Both of these are known to keep employees engaged and motivated.
3. Eliminating Bias
Today, many organizations are focusing on promoting diversity in the workforce. Building an inclusive workplace makes employees feel valued, welcome, and accepted.
To create this inclusiveness, organizations must not put any focus – positive or negative – on anyone.
Unconscious bias in leadership is alarming but more prevalent than you might think. And this doesn’t happen on purpose. It is estimated that 95% of our brain activity happens outside of our conscious awareness.
This means most decision-making happens subconsciously – and we need help.
Using AI to identify employees for positions and moderate human judgment has the potential to unlock previously unexplored pools of candidates.
AI can also eliminate bias when selecting employees for promotion by spotting internal candidates with profiles that match the company’s target for success.
4. More Efficient Onboarding
Think about all there is to learn when you start a new job.
Is there a dress code? How do I find out how many vacation days I have? Who do I talk to if I have a question about health benefits?
You might have to make a few phone calls to find the answers, but a lot of these questions could be answered quickly with AI software.
For example, some organizations are using chatbots to answer common questions so that human resources managers don’t have to.
Offices can set programs to automatically send required deliverables and new employee paperwork, cutting down on the time and cost of onboarding.
Responses to surveys suggest that employees who are not satisfied with their onboarding experience are twice as likely to leave the organization in the near future. A successful, positive onboarding experience is crucial to employee retention and an overall happy workforce.
Is AI Right for You?
Artificial intelligence is transforming our world inside and outside of the workplace. The best organizations are using AI in HR to enhance and compliment their existing human intelligence.
There are definitely benefits to implementing artificial intelligence software in the workplace, but it is up to you to decide whether or not it will benefit your organization.
Just keep in mind that AI technology is going to continue to grow at a rapid rate. If you don’t implement AI somehow, your human resources processes will quickly become old-fashioned.
Is your organization experimenting with AI in the office? Comment below to share your experience!