Organizations are adopting Artificial Intelligence (AI) at varying rates into their human resources processes, and it is becoming clear that the technology is here in HR to stay. Not to be confused with self-replicating super-robots seen in the Terminator’s Skynet, artificial intelligence is a branch of computer science focused on building smart computer hardware and software capable of performing tasks that have historically demanded human intelligence.
Artificial Intelligence applications can analyze, predict and diagnose to help HR teams make better decisions, according to the International Research Journal of Engineering and Technology. The report concluded that AI has applications in recruitment, onboarding, training, performance analysis, and employee retention. Human resource professionals overwhelmingly agree, and many think it also offers the potential to overcome the fallibilities of human instinct and unconscious bias as well. Consider these additional statistics from Oracle and SHRM:
Willingness to adopt AI:
- 64% of HR professionals welcome the integration of AI into the HR processes and would trust a robot over their manager for advice.
- When asked what robots can do better than their managers, survey respondents said robots are better at providing unbiased information (26%), maintaining work schedules (34%), problem solving (29%) and managing a budget (26 percent).
- 50% of workers are currently using some form of AI at work.
- 56% of companies are using chatbots to look up information such as company policies or benefits.
How companies are adopting AI:
- 44% of companies are using AI to identify the best candidates based on publicly available data.
- 43% of companies are using AI applications to provide recommendations for learning and training to employees.
- 40% of companies are screening and assessing candidates with AI applications during recruitment.
AI is gaining early traction in recruitment and onboarding, improving the candidate experience with regard to finding out information and moving through the hiring process to onboarding. It’s enabling always-accessible communication through chatbots and remote support applications. Once employees are onboarded and performing at proficient levels, AI supports their development through applications that gauge engagement and job satisfaction. It also helps company leaders to identify success factors for leadership candidates, which reduces talent acquisition costs and bolsters employee retention. Finally—and as expected—AI is taking over many of the repetitive administrative tasks in HR including pre-screening candidates, administration of benefits, and customizing communications. This is freeing up talented, skilled HR professionals to spend more time on the HR functions that only humans can do.
Despite the confidence and optimism in AI for HR, most HR leaders believe their organizations are either lagging in AI adoption or are not confident in where they are in the process, according to Deloitte’s 2019 Global Human Capital Trends survey. The report states that just 6% of respondents believe they had the best-in-class recruitment processes in technology, and 81% believed their processes were standard or below standard.
HR may be a little late to the game, but our contacts in DFW are aggressively pursuing AI solutions to many of their greatest challenges, from improving employee engagement to reducing administrative costs for expensive programs, including benefits.
What are some of the ways in which your organization is currently using AI in HR? And what are some of the ways you would like to see AI applications incorporated in your HR functions? Share your thoughts with us!