Artificial intelligence (AI) is already playing an increasingly important role in the human resources (HR) sector, giving professionals options when it comes to streamlining processes and saving time and money.
Benefits of AI in HR can help improve decision making throughout the employee journey, from job adverts and interview preparation right through to identifying gaps in learning and on to career development and promotion.
Recruitment
It is often suggested that artificial intelligence for HR is ‘taking over’ the recruitment process, mainly due to its valuable functions in screening CVs and applications. Within a robust HR approach, this will help analyse CVs and skills and rank candidates based on their skills and experience.
As most of those recruiting understand, however, it’s merely valuable in reducing large volumes of applicants and can never replace the recruiter’s own screening skills and decision-making process when it comes to drawing up a shortlist for interview.
AI-driven chatbots are also available to answer queries, schedule interviews and provide follow-up information, but recruiters need to be aware that this can have both positive and negative effects on the candidate experience, and a personal approach should be a main part of pre-and post-interview interaction.
Employee onboarding
AI-powered platforms can play a significant part in the onboarding process by automating documents, setting up training schedules, and providing tailored content for the new employee. The benefits of AI are well-documented but, again, they should merely be tools in the overall onboarding approach and are no replacement for getting to know colleagues, line managers and key individuals within the organisation.
Training
AI can help personalise programmes for learning and development, assessing an employee’s knowledge and skills and suggesting areas where training, refresher courses or upskilling might be helpful.
There are AI applications that will create personalised training pathways based on role, skills gaps and performance data. Skills mapping can assess skills and recommended learning resources to meet gaps in knowledge and deliver continuous personal development.
Engagement and retention
It is important that HR managers or teams measure employee satisfaction through things like verbal feedback or employee engagement surveys. Using AI to analyse the results and identify issues early on is invaluable. Employee retention is always preferable to staff turnover, and a proactive approach allows HR professionals to address concerns before they become issues.
AI tools can be used to provide analysis of performance data, employee behaviour and market trends to suggest effective staffing strategies. Predictive modelling can help identify staffing shortages, skill gaps and candidates who are ready for promotion or upskilling.
Repetitive tasks
AI automates repetitive HR tasks such as payroll, benefits and compliance reporting, reducing manual effort and helping to ensuring accuracy and efficiency.
Automating such tasks allows professionals to focus on strategic decision making and employee engagement, which in turn should result in fairer hiring processes and improved talent management
AI-driven HR solutions could transform practices by increasing efficiency, reducing costs and improving employee engagement. Through effective use of AI, businesses can build stronger, more productive teams. As the platforms on offer continue to evolve, HR professionals must be prepared to embrace technology to stay competitive and deliver new levels of efficiency and growth potential.
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