The Relationship between AI and HR in the modern workplace
You and I both engage with AI on a daily basis – from the moment we open our eyes to the second we fall asleep. It is a part of our personal and working lives. Look around you. Siri, Google, Facebook, Twitter and YouTube – all AI apps that we use on a day-to-day basis without a second thought.
AI has infiltrated the world of HR and because of this, the HR profession is experiencing a transformation of its own. Technology is being used to source, secure and retain employees – and this is only the beginning of how AI can be used.
The good news is that certified Top Employers around the globe are embracing this wave of technology and are leveraging AI in their HR practices. AI is being used in various HR activities including:
- Finding Talent
- Maximising engagement
- Automating workflow
The world of recruiting is a highly competitive environment, and some organisations have found that using AI to find talent can be highly effective.
Examples that Top Employers Institute has found includes the use of social media management software for attracting talent. Employer branding and recruiting take place on social media platforms like LinkedIn, Facebook, Twitter and Instagram and the good news is that AI can support in streaming and managing all social recruiting through one dashboard.
For this level of management there are tools like Textio, that constantly analyses large quantities of data using advanced natural language processing and machine learning. There are also applications that offer AI-based gamified assessment to screen candidates finding the perfect candidate for the job. An example of this type of application is Seedlink.
Top Employers Institute has also come across the use of video interviewing through platforms such as Hireview and Montage. This is so much more than a simple Skype conversation – it gets candidates to answer pre-scripted questions in a video interview that recruiting teams can access and evaluate anywhere. The platform then uses a combination of proprietary voice and facial recognition software together with an algorithm to determine which candidate is most suitable.
Employee engagement is a ‘workplace’ approach resulting in the right conditions for all members of an organisation to commit to their organisation’s goals and values and to be motivated to contribute to organisational success, all with an enhanced sense of their own well-being.
Companies are now becoming more aware of the impact that employee engagement has on business performance. Regardless, companies have struggled with the challenges of building a holistic engagement program which can be customised to fit the requirements of individuals. Such customised learning and development is achievable through the help of AI. By helping design courses that adapt to the learning style and capability of the learner in real time, this increases efficacy of the content and thus the eventual outcome of the training.
Other examples of use of AI in employee engagement is through the use of an HR chatbot (for operational communications or learning and development training there is various platforms including Pocket Confidant) VR (to help employees experience real life experiences and common situations).
AI can help the HR department in performing their functions in a more focused, efficient manner by eliminating the need to perform minor, repetitive, and routine tasks. These tasks may include managing work schedules, using communications via text and email to set appointments and find addresses, answering questions and sending simple messages and requests to seniors and peers.
This is where a virtual assistant can come into play. There are platforms (an example being Personik) that automate a part of the HR workflow through HR Information Systems (HRIS) and even communicate with employees concerning any questions they have, therefore cutting down administrative communication.
The question now is: as an employee, will you embrace AI in all aspects of your employee experience and as an HR professional – will you include HR in your people management and HR policy roll-out?