Artificial intelligence (AI) is an area of computer science that emphasizes the creation of intelligent machines that work and react like humans. Some of the activities computers with artificial intelligence are designed for Speech recognition, Learning, Planning & Problem solving.

The machines are gradually seeping their way into our lives. There are several examples & applications of AI today, from voice powered assistants like Siri, Alexa & Google Assistant to more fundamental technologies such as behavioral algorithms, suggestive searches & autonomously powered self-driving vehicles. Companies like Netflix & Pandora are using AI to improve content recommendations.

Now, if we talk about human resource than technology like AI is really changing the HR game. AI can help to operate the HR processes more smoothly & thereby giving the HR professional a chance at doing their job better instead of chasing a time-consuming paper trail.

“HR needs to acknowledge that AI is here to stay & thus should find ways to embrace AI as part of the HR toolset.”

AI can supplement human interaction, bit its not a complete replacement.

For many HR practitioners, however, AI is a step too far. They view AI as something that removes the ‘human’ from the HR equation. But they should keep in mind that AI sees data whereas humans sense emotion and this is something that will not be changing in the foreseeable future. Let us find out the ways in which AI is beneficial for HR professionals.

  • Sourcing: Sourcing is a time-intensive pain point for most talent professionals, and providing well-matched candidates to companies would significantly speed up the top of the recruiting funnel and increase the quality of hires. AI is enabling passive candidate sourcing by identifying likely candidates from verified data sources. Using recruiter-defined parameters (eg location, skill set or industry), AI can return lists of potential candidates, predict their readiness for a move, develop and send communications, and map responses.
  • Candidate Screening: It is another task that can be automated by AI technology. By using AI much more online data can be collected such as information from social media profiles, previous online job records, and educational qualifications that will then enhance the ranking system of candidates for recruiters to select from.
  • Interviewing: A huge part of the recruiting timeline, after you’ve found the ‘perfect fit’ for the role, is interviewing. There are a few startups that are specializing in AI interviewing software such as HireVue and Mya. They simplify the interviewing process by using preset questionnaires that the candidate can then film themselves answering. This allows for the recruiter to generically interview a higher number of potential candidates via pre-recorded videos, which can then be examined to select best ones.
  • Communicating candidate status: Many companies are using Applicant tracking systems (ATS) to communicate to candidates through each stage of the recruitment process so that they know their status is. This will alleviate the dozens of calls recruiters get from candidates inquiring about their status.
  • Bias reduction: AI can be set up to reduce biases through an algorithm assessment platform with language that is bias-free to improve a diversified pool of candidates. Using only data, AI isn’t influenced by writing style, candidate photographs, alumni or other affiliations. This leads to better and more diverse shortlisting.
  • Improving engagement: In larger corporations many employees can feel lost and disengaged. AI isn’t just about giving humans a hand at doing lower level tasks, it’s about data. Having access to a wider array of data means you have the ability to make your employees’ overall experience better by applying the gathered data and making relevant adjustments to the workplace atmosphere or internal processes.
  • New employee self-service systems: Organizations are now using chatbots to engage employees. Users are asked what they want to do, and the bot shows them how. For systems used infrequently by employees, chatbots enhance the user experience, providing an interactive assistant as the interface.

“AI in human resources will improve the ’employee experience’ & take engagement to the individual level.”

So, we saw that there are numerous advantages to utilizing AI technology for HR and recruiting needs but it is still a budding form of technology & we cannot rely on it completely. In spite of viewing it as a cure-all, we should view it as another HR tool. HR can assume a key role as AI evangelists, promoting and supporting company-wide applications. AI can supplement human interaction, but it’s not a complete replacement. One major aspect that AI technology lacks is empathy and human interaction or the opportunity to handpick a candidate and get to know them personally during the recruitment process . Even with large-scale AI implementation, a human must still interview and select a successful candidate from a pool narrowed by AI. Data generated by AI can only be used to inform a decision made by a human HR practitioner. Chatbots need a person to whom escalated transactions must go.

Therefore, its up to the us to decide what works for us best. If we are a company with 1000+ employees than AI could be a great option to cut costs on recruitment. So it totally depends on the type & size of business to decide if AI is beneficial or not. Either way, AI technology is only going to keep growing and at some point in the future AI will be the norm and the old-fashioned ways of recruiting and human resource processes will seem like history.