This Is How AI Is Transforming HR

HR Tech Outlook | Monday, July 27, 2020

Artificial intelligence branches into ever more varied sectors and fields of existence, saturated by increasing quantities of information.

FREMONT, CA: With artificial intelligence’s increasing sophistications and its capacity to carry out human duties exponentially accelerate; companies try to understand what it all implies, not only for organizations but also for individuals.

A fresh age of hiring and jobs comes with automation, including artificial intelligence and engineering. These technologies change our way of thinking and approaching human resources, but also how candidates are obtained and screened. 

AI helps in Talent Acquisition

The capacity to recognize appropriate applicants is one of the significant advantages AI provides to outsourcing managers. The software from AI can conduct a preliminary assessment of the abilities of promising staff with the same job titles to check the candidate's skills stated. AI helps eliminate human bias — the algorithm only looks at the relevant aspects of the summary: abilities and expertise. The removal of people's preference for hiring encourages an integrated workforce. Hiring managers can use AI to look for applicable candidates for new job openings with a rich database of past candidates. The filtering and follow-up of applicants also streamline and accelerates recruitment.

Administrative Task Automation

Another critical area in which AI-based software has the potential to improve HR operations is the automation of standard HR processes and low-value tasks. For example, issues or interview planning can be transferred readily to AI to accelerate recruitment. The assignments of office space or equipment are tasks which cannot be carried out manually by the HR personnel but which can be handed over by a suitable request.

Another way for AI to alleviate HR workloads is by smart chatbots which give employees instant access to loads of information related to the company. The employee's concerns about strategies and processes can be solved with quick responses through easy questions. The same applies to the submission and handling of leave forms. Reducing the number of low-priced assignments enables HR employees to concentrate on building interactions and building relations that enhance employee participation.


Onboarding is an essential component of good jobs. The onboarding system can be tailored to individual staff, their location, and their duties by using artificial intelligence. AI algorithms can be used to identify and reply to repetitive worker issues, duties, advantages, information of staff on significant business contacts, establishing enterprise processes. Time-consuming documents or device requests are not necessary to the HR staff manually but can be assigned to an onboard application.

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Employee Training

Large data sets with data on previous work profiles and competencies provide an outstanding basis for AI e-learning systems that offer recommendations for coaching and customized coaching programs. Thus, e-learning systems can use AI capacity in the scheduling, organization, and coordination of staff instruction to enhance worker abilities. E-learning tools can also provide personalized routes for training. The e-learning platform can assist employees in completing their skills, polishing their skills, or both by evaluating staff abilities and requires, with the speed and intensity most convenient and useful for their employees. AI makes career pathing easier too. An AI app can develop possible career directions using an employee's prior knowledge, accessible career routes, and worker patterns.

Employee Retention

AI-based analysis of individual preferences and performance by employees helps HR departments to determine who should be raised and who should resign. Knowing what workers are thinking about leaving before they give managers the chance to make retention efforts that reduce the desertions of talents. Retention-focused AI techniques allow HR teams to prepare separately tailored feedback surveys, award schemes, and staff-focused identification programs.

In HR activities, the application of artificial intelligence is not precisely without difficulties. Since AI implies a bunch of data, information needs to be stored and managed correctly — open-mindedness and suitable rules for management must always be combined when considering AI alternatives. The extra expertise required for operating and maintaining AI software is also essential. The lack of data sets may also be a hindrance in broad-based AI implementation with HR departments ' increasing preference for SaaS alternatives.

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