The 2019 Forbes article Ten HR Trends In The Age Of Artificial Intelligence, profiles employers that have benefited enormously from artificial intelligence (AI). One employer:
These results illustrate the potential of AI, but not necessarily the reality for most employers. Artificial intelligence is a growing aspect of HR, but still in somewhat of an early stage. As human capital management (HCM) technology further develops its solutions, it will be looking to incorporate this technology in a variety of ways. Overall, AI is being used to reduce low-level and administrative tasks to leave more time for HR strategy, engagement, and employee development. It is also being used to reduce bias in the recruiting process and evaluate predictive data to drive business outcomes for the organization.
Before we get into the applications of artificial intelligence in the workplace, it may help to define the key terms surrounding this emerging technology:
Here are some key areas where AI can be used in HR technology solutions:
HR can set up parameters for candidate search, and AI can bring appropriate candidates to be evaluated and also cast a wider net to bring more applicants. AI can also help to reduce bias in that process by evaluating the qualifications of incoming candidates. Assessments and speech recognition programs can further enhance the process to evaluate candidates and fit them into the correct role.
AI-based software in applicant tracking systems can tell managers if they are biased in their interview patterns and then give people nudges to change their behavior or compliance information to increase diversity.
New hire onboarding
This streamlined onboarding solution with a chatbot feature reduces the number of low-level and administrative tasks associated with this process. Today, many employers use a paper-based checklist to drive employees through new hire onboarding tasks. Even when an onboarding technology is implemented, the first point of contact for employees during this process is the manager and HR. Use of a chatbot to address frequently asked questions can get employees through the process faster and leave more time for managers and HR to focus on the relationship building and employee development aspect of the new hire process. Studies show that many employees respond well to chatbots – in a 2017 ServiceNow survey, 67% of respondents said that they believe employees are more comfortable using chatbots than other forms of contact for transactional inquiries.
AI can bring employee engagement surveys to the next level, as results are grouped by category and sentiment, and provide a narrative that is easily digestible and able to be shared with the organization. Traditional surveys take time to review and determine action time. Surveys powered by AI can find trends and save time, which ultimately will allow leadership to deliver the results and action items quicker. The use of assessments and frequent check-ins with employees can be evaluated for employee engagement and effective leadership, and put people in the right seats in the organization.
Artificial intelligence can be an exciting new tool for employers. It can reduce their administrative burden and bias in recruiting, streamline benefits administration and new hire onboarding, and bring performance and learning management to the next level. As AI takes some of the low-level tasks from HR's plate, it leaves more time to evaluate data and provide strategic direction to the organization. Use of AI in talent management informs leadership of employee sentiment and engagement, which helps with employee development and retention.
Expect AI technology to evolve the world of recruiting. While we don't believe the personal touch of recruiting and talent engagement will ever go away, there is a real opportunity to provide a more consistent, non-biased selection approach through automated processes. Watch for AI to bring about enhancements in chatbots, interview scheduling, job advertising, and sourcing.
Contact us to discuss client technology services for your organization.
Shannon Klick consults with employers on workforce technology solutions.
Shannon Klick consults with employers on workforce technology solutions. She works with employers in all industries and sizes to secure customized workforce technology programs in areas such as payroll, recruiting, benefits enrollment, talent management and compliance. She provides client education, best practice guidance, and project and change management expertise as they review technology solutions in the marketplace. Her goals for employers are to reduce administrative burden and streamline business process through technology, and drive employee engagement.
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