Artificial Intelligence is Human Resources

Artificial Intelligence (AI) is permeating almost every part of our lives. Whether at work or home, AI provides many advantages over traditional human intelligence when applied to certain types of tasks. So, it should be no surprise that Human Resources (HR) isn’t immune to its charms. According to Gartner, 47% of companies would be using AI-based HR solutions. Below is a list of the five ways Artificial Intelligence is helping make the world of Human Resources, and by extension, workplace environments, a better place.

Automation of Repetitive Tasks 

Monotonous tasks can be the bane of many employees’ existence. Not only are they boring, but they can be time-consuming as well. When bogged down by these tasks, human resources employees are limited in how much they can focus on larger organizational issues. By allowing for the automation of these types of tasks, AI frees up HR to become a true strategic business partner within the organization. As an added bonus, eliminating these types of tasks contributes to HR employees’ overall job satisfaction and happiness.

Beyond giving employees more time in their day, many of these types of tasks are actually performed better by programs. Areas where exactitude is required above all else, for example, are great for AI and can often pose problems for humans, where even the most conscientious of individuals will make an error from time to time. Payroll and attendance are perfect examples of these types of areas. Manually processing payments for your entire organization every pay period leaves room for error, as does manually verifying time. With AI managing your rote, repetitive, tedious HR tasks, you free up your people to reach their fullest potential while also ensuring the tasks are completed to the strictest of standards. 

Recruitment Backed by Artificial Intelligence

Recruitment is one of the most basic backbone functions of human resources. Without a constant stream of new talent brought into an organization, it will stagnate and eventually fade away. And while it might not be an obvious candidate for Artificial Intelligence assistance, AI is currently helping with this area in ways both obvious and not.

The first step to bringing someone on board is getting them to fill out an application. In today’s competitive market, where applicants will apply for hundreds of jobs before landing a place to go, the application process should be as frictionless as possible. With the assistance of AI, applicants can upload a resume and auto-populate many fields of the application. This saves the applicant time and effort, making it more likely that they will complete the application. Because if they don’t complete the application in the first place, you won’t get the potential benefit of their employment.

Employee referrals are a vital element of the recruitment process. But all employee referrals aren’t made equal. The question then becomes how to effectively differentiate between those that are helpful and those that aren’t. AI can play a role here as well. By helping to identify patterns of successful referrals, both what they look like and their source, AI can help identify candidates with a high chance of success.

Keeping a database of past applicants has been a best practice for some time now. The key to maximizing its potential has always been effective organization, so past candidates are easy to find when the right opportunity arises. Now, however, AI can effectively skim through records and find common points between past candidates and current needs much faster than any human ever could. All of this frees up your employees to spend their time focusing on candidates already screened by AI and, therefore, much more likely to find success in your organization.

Artificial Intelligence in Human Resources-Assisted Background Screening

Background screening is one of the most critical parts of the hiring process. Without knowledge of prior, applicable criminal convictions that could potentially put the company or other employees at risk, a responsible decision on whether to bring someone new into the fold cannot be made.

One of the biggest drawbacks to the background check process is the amount of time it can take to get a result. It’s not unusual for the screening process to take anywhere from three days to a week, depending on the type of information being searched for. That’s where automation and AI come into play. The hiring process can be sped up significantly by sifting through the multitude of data points in a quick, time-efficient manner. PeopleG2, for example, saw a 400% fast hiring process from applicant to employee.

Internal Employee Management

Keeping employees happy is key to the success of almost any undertaking. The challenge has long been finding ways to gauge employee satisfaction accurately, as there have always been several factors in this calculus. Internal mobility, the relationship between management and employees, and other signifiers of corporate culture significantly impact whether people stay or leave for greener pastures.

When determining whether someone is happy or not in their current role within the company, surveys personalized and managed by AI can be very helpful. While maintaining all the benefits of traditional surveys, these can be much more modular, with only the most applicable questions going to each employee. Once the survey is complete, the answers can be analyzed against any number of past data points in the system to determine someone’s likeliness to depart the company. This data can then be used to either try to keep the person within the company or plan for their eventual exit.

Promoting from within is typically much more cost-effective than hiring from without. It also requires less ramp-up time as the individual is already intimately familiar with the company culture and many of the applicable processes. AI can help identify those that are most likely to succeed in more advanced roles from an early point in their tenure. With this knowledge, leadership can begin to groom potential internal candidates for future promotion much earlier than they otherwise would.

Integrating Artificial Intelligence Into Training

For years, learning and development departments have been trying to find the best ways for individuals to learn. We’ve known for years that people have a variety of different learning styles. The difficulty has been finding easy ways to cater to each individual learner’s unique combination of those styles within the framework of group or mass education. Like in many other areas, AI was ready to step up and assist.

AI is, by its very nature, both highly adaptable and efficient. This allows programs that utilize it to adapt to each employee’s individual needs and learning styles, in turn leading to higher overall completion rates than would otherwise be seen when implemented. With individualized pathing facilitated by AI, as well as AI chat bots or even full-fledged AI tutors, to help learners along the way, there is a much greater chance for successfully imparting information. In fact, learners will also pick up new concepts quicker than using traditional methods due to a higher engagement level. Faster, more engaged learning leads to higher retention rates and an overall better return on your investment.

Accessibility is another area where AI can greatly assist with training. AI can provide real-time translations for what’s being said and otherwise heard on screen for the hearing impaired. There are even programs under development to help the visually impaired. An accurate description of an onscreen image can be conveyed to the listener via neural networks.

AI can also help interpret the data that comes out of your training programs. Whether identifying gaps in knowledge at the individual or organizational level or working to find ways to remediate them, AI can help move your organization forward to the next stage of its overall development.

Chatbots are another great use of AI in organizational development. AI has come advanced to a level that most frequently asked questions can be handled by bots backed by AI. Not only does this free up human time, it also allows for answers to be provided twenty-four hours, seven days a week.

Artificial Intelligence in Human Resources: Conclusion

Artificial intelligence is revolutionizing the game when it comes to human resources. No longer is the department bound by the time constraints of the past. Automating repetitive tasks has been freeing up HR to become the true strategic business partner it should have been from the get-go. Training is becoming more receptive and adaptable to the needs of each individual learner, leading to higher completion and greater adoption of the subject matter at hand. AI is further assisting in the recruitment process by avoiding unnecessary barriers for candidates while providing new tools for recruitment professionals when determining which perspectives will fit best within a given role. Sometimes, the best person for a position is already within the company. Here, AI can help identify them, as well as employees that find their current roles unsatisfactory causing the overall retention rate to rise. When bringing new employees on board, background checks are a crucial component of ensuring the safety and security of your company and its employees. AI can help cut through the clutter of this process, leading to results in a fraction of the time. In this modern age, Artificial Intelligence is impossible to avoid for a good reason; it helps make many tasks in various facets of life much easier. It should come as no surprise that human resources would be no different.

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