Chatbots: Revamping the Workplace Experience

HR Tech Outlook | Friday, November 16, 2018

Chatbots are supporting an HR’s role by responding to the queries of prospective candidates and engaging with employees post-exit. Chatbots are the robots that can convincingly converse with humans. Chatbots can streamline HR practices. According to research conducted by Amdocs, 87 percent of CEOs are looking to expand the AI workforce with the use of chatbots. Despite this, about 65 percent of CEO’s think that they were lagging behind their competition when they implemented AI into the infrastructure. The question is, How can chatbots help redefine and enhance HR practices.

Recruitment or hiring are some of the most important areas where businesses can easily integrate chatbots to the processes. Chatbots help in screening and conducting background checks and obtain any needed information from the candidates. This can eliminate any human bias while reviewing the applications. About 71 percent of the decrease in cost-per-hire has been achieved while using AI chatbots in the hiring process.

Reports from Deloitte states that about 77 percent of the employees think AI can mitigate the stress and improve productivity at the workplace. New Netflix approach to learning is taking HR departments by storm. The hyper-personalized platform allows the employees to select own methods of learning instead of implementing an outdated one-size-fits-all policy. AI facilitates the workers to complete the work at their own pace wherever and whenever required.   

Currently, the annual reviews are outdated, and now it is time for self-assessment tools. Chatbots can provide real-time feedback for workers on a personalized basis. Analytics is used to monitor performance and enable better time management. It can give comprehensive daily insights into organizational proficiency. Every organization wants to apply Chatbots for every process of the workflow. As chatbots are dependent on the back-end systems, it is mandatory to have access to the new-age HR systems instead of legacy systems. Having access to up-to-date employee data is important. HR leaders must examine the data to understand both the benefits and challenges of AI.   

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