AI for HR
17/10/2018

Machines help in putting people first: AI for HR

You might not be aware of it, but the smartphone lying on your desk is swamped with AI technologies that you use on a daily basis. Why aren’t these technologies being applied to facilitate employees’ working lives? Well, they are, and to great effect, enabling people to do more with our working time in even more effective ways.

Challenges become opportunities with digital thinking

The modern HR team is faced with challenges such as multigenerational workplaces, rapid innovation and ever-more-efficient operations. Finding – and keeping – excellent profiles is more difficult every day as the job market and the economy grow.

Alongside these trends, the role of the HR department in companies is changing, and new HR business models are emerging at a rapid pace. The differentiator? The use of new tools and capabilities that enable businesses to find, nurture and retain new talent. The HR team’s level of digital thinking will define their success.

Rather than taking away jobs, AI is predicted to be a key catalyst for the growth of the workforce. The only obstacle to integrating it in your HR processes is your imagination: it’s important to seek new information about the possibilities that already exist, set the right priorities and get started sooner rather than later.

Giving employees the tools they need to thrive

Just like in industry, one-size-fits-all approaches to workplaces have become obsolete. People want to work when, where and how they prefer – and companies benefit enormously from facilitating this transition. Failing to provide your employees with the capability to work as and where they like will lead to increasingly significant competitive disadvantages.

As it is for other trending Industry 4.0 capabilities, AI is a core technology of the digital workplace. Many of these workplace tools are now standard, while they used to be impossible just a few years ago. Here are a few examples of AI applications that are poised to transform HR processes.

  1. Chatbots for HR processes

    Chatbots use natural language processing (NLP) algorithms to understand – and respond to – a simple request. These are powerful tools in HR, as they can handle the daily humdrum of answering routine HR questions about leave, salaries, administrative procedures – and then take care of processes automatically, such as notifying meeting participants and colleagues, uploading doctors’ notes, automatic notification – the possibilities are nearly limitless. Harness the human value of your HR team by giving them more time to focus on growing your people.

  2. Recruiting new employees

    Use AI algorithms to collect detailed information about potential candidates from your historical candidate database, on the web and during interviews, and identify the people most likely to join – and stick with your company. In the near future, chatbots may be effective enough to conduct initial interviews, or even provide biometric or psychometric analyses of the candidate’s responses to interview questions. After all, machines are immune to biases, stereotypes and preconceived notions – making them useful in screening settings.

  3. Onboarding

    Once you’ve found the right profiles, getting them set up and ready to tackle their new responsibilities can be an administrative nightmare. Chatbots and self-service platforms offer huge opportunities for efficiency gains – and inspire feelings of trust, engagement and empowerment in your people, rookies and veterans alike.

  4. Performance management

    Your employees generate vast amounts of performance-related data – and the HR team can benefit from AI insights on success at meeting performance objectives. Even more, AI can aid HR professionals in conducting on-point performance reviews.

  5. Retention and engagement

    Sentiment analysis also uses NLP, but the goal is different: it measures employees’ opinions, emotions, feelings and concerns as expressed in text, allowing your HR team to support their needs more effectively to retain them and increase feelings of engagement.

  6. Predictive analytics

    AI can be used to accurately predict which employees are likeliest to leave your company. Even more, it is capable of suggesting or taking necessary actions to support these employees, as well as offering guidance to the managers responsible for overseeing them.


E-book: How to kick off your company’s first AI project?

“If we give AI solutions the repetitive administrative work, people have the time and mental energy for in-depth collaboration, relationship-building, qualitative decision-making and creativity.”

A facilitator – not a replacement – of people

AI in HR will make us smarter, more efficient and more empowered. However, while machines are great at doing vital things, such as tirelessly handling laborious, high-volume tasks without making mistakes – they lack one important characteristic: the empathy factor. As we work today, transactional or repetitive work takes up about 50% of our working time on average. If we give AI models this administrative work, people have the time – and the mental energy – for in-depth collaboration, relationship-building, qualitative decision-making and creativity – crucial factors of future-proof success.

Empower your HR team and maximize the effectiveness of your workforce with an AI for HR project. Our experienced team is here to help.