Artificial intelligence is a technological innovation that has been developing over the last few decades and is gradually making its mark in many sectors of work and society. Human resources were not going to be left behind. In this field, AI is increasingly being implemented to search for and select personnel, make decisions based on workforce data and develop technological solutions that enable talent loyalty.
In this article we will take an in-depth look at how AI is revolutionising HR departments in the most up-to-date companies. The incorporation of AI in HR is expected to be a trend that will eventually take hold and become the norm. Plus, we'll give you our thoughts on the future of HR in the presence of these latest technological advances.
Personnel search
One of the most practical applications of artificial intelligence in human resources is to find and select the best talent for specific positions. Today any company receives a huge number of CVs. every time you advertise a vacancy in your workforce. The task of carefully reviewing each and every one of them is unmanageable for flesh-and-blood human resources staff.
The AI can process all this data quickly, compare it with the job description and its requirements, and offer a selection of the profiles that best fit the professional that the company is looking for.
In addition, AI can also help us process other types of data beyond text. Increasingly, leading companies are screening candidates with automated audio and video tests.
At the same time, email automations and artificial intelligence can work hand in hand to draft and send automated and personalised responses according to the results of the selection tests and their advancement or rejection in the recruitment process.
Performance evaluation
Depending on the company, performance appraisals are carried out by the human resources department or by individual departments and then referred to HR. There are many companies that still carry out superficial and even highly subjective performance appraisals.
But now, the most advanced data-driven companies have a systematised data structure, so they continuously collect information on the performance of individual employees. This is reflected in indicators such as tasks completed, engagement and feedback from other co-workers.
When the time comes to evaluate the performance of each worker, with AI, we can blend all this data together to make it value the effort of each individual, their strengths, their areas for improvement and their progression. It is a much more rigorous and objective process than what has been done in HR so far.
Onboarding and offboarding processes
AI can support the design of more efficient and personalised onboarding and offboarding processes. To start with, an AI-enabled onboarding platform would command and would explain all the paperwork (contracts, company policies, confidentiality, etc.) that must be completed before joining a company.
In addition, a very interesting function of AI where human resources and education merge is that, depending on the experience and background of the new employee, it may propose certain training pathways to the new employee to make it easier to adapt to the workplace.
On the other hand, AI systems can also offer a more personalised offboarding and collecting survey data for HR to understand the big picture of the company and how it can improve to better retain talent.
However, greetings and farewells in a company should be and feel essentially human. No one wants to feel that they are interacting with a machine, let alone as a first impression. That is why, in this sense, AI is presented as a support, not a facilitator or a substitute.
Training for talent
Job progression and training is a factor that employees, especially the more dedicated ones, value highly. In general, when an employee feels stagnant, his or her performance drops and he or she ends up leaving for another company. Therefore, to avoid this common situation, theompanies can use AI to create a platform to provide training recommendations to employees. It is a way to develop new talent internally and save costs on new hires.
For example, imagine a marketing executive who wants to learn about data analytics to measure their performance in a more informed and effective way. Based on their interests, experience and skills, the AI can recommend a tailored training path and training pills for them to learn about data analytics in their business context.
Human resources chatbots
Many communications between employees and human resources can also be automated with AI. In general, employees always share the same doubtsThe questions are about contract conditions, seniority benefits, reduction in working hours, sick leave, etc. These repetitive questions require repetitive answers, so a narrow AI specialised in the company and labour law can be trained to answer them.
This is why it is possible to develop a intelligent chatbot to enable smooth, 24-hour communication between human resources and employees.
Can AI replace HR workers?
As you have seen, a significant proportion of the work in an HR department is subject to automation, but We cannot state categorically that AI will sweep away all human resources staff.
While automation is synonymous with streamlining processes and reducing the need for personnel, there are certain aspects that a machine will never be able to replicate. Let's remember that the department is called human resources for a reason, and that is that people management will never be 100% on a machine.
For example, dismissing a worker by machine would be too cold. Likewise, not all decisions to be made by human resources are based on objective and calculable data; there is an undeniable human factor in this profession. It is for these reasons that at Euroinnova we are convinced that AI has not burst into human resources to wipe out this labour niche, but rather to support it and reconvert it to make it more productive and effective in improving the symbiosis between the business entity and the workers.
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