Contrary to popular belief, artificial intelligence, or AI, is no longer relegated to science fiction novels and “think pieces” on future innovations. In reality, AI has already arrived and is much more pervasive than most people realize. For HR professionals, the technology is already providing dividends in the areas of recruiting, onboarding, and training procedures by significantly streamlining operations.
As useful as AI is already proving to be, it is already clear that it’s best utilized as an accompaniment to people in the workplace and not a replacement, allowing employees to perform their responsibilities in a much more efficient and effective manner. Despite how the vocal naysayers are reacting, AI’s negative impact on a workforce itself will be negligible, but could instead increase the overall health of many organizations. This is evidenced in the banking industry, where ATMs could have caused job losses but instead streamlined operations and reduced costs, allowing many banks to add staffed locations. This created a positive situation for workers and customers alike
That said, many union leaders are concerned that automation means workers will no longer have the ability to demand higher wages, which will in turn continue the decline in union membership. In the private sector today, just 6.4% of workers belong to a union. Contrast that with 1983, when about 17% of private-sector workers were in a union.
The typical HR professional is being pulled in a thousand different directions at any given moment. In fact, no matter the length of the work day or size of the staff, the work always seems to continue to pile up. This unending accumulation of duties is exactly where AI can positively impact the workplace. Through various platforms, AI automates the bulk of the tedious responsibilities that are important to the organization but a tremendous expenditure of time and effort as well.
In terms of recruiting, an AI-based suite can administer any and all social media efforts, email correspondence and even interview scheduling with an interface that makes it difficult to tell if the communication is coming from a human or machine. Furthermore, all testing and training for onboarding and existing employees can be personalized down to the individual level to adhere to the training method that best fits a particular person. All of this functionality can be synced with current CRM and ERP systems to further streamline the entire process.
Like most technologies, AI will only continue to grow and evolve in the future. As far as impact on overall operations and a workforce are concerned, it will work alongside humans to make them more efficient in their responsibilities. While specific tasks like email correspondence might be automated, it will always be under the watching eye of a human being.
In other words, while on the big screen AI might still enslave humanity in a zombie-like state of perpetual anguish, in reality, it will simply permit us to excel and reach levels we otherwise would never reach. That might not be as dramatic as the Hollywood version, but, at least for HR professionals, AI will undoubtedly be a welcome tool to significantly enhance productivity.
While typically the fodder of science fiction blockbusters, AI has evolved into an extremely functional and dependable component to every HR department that has chosen to wade into the AI waters. With a versatility that enhances many facets of recruiting, especially when integrated into existing CRM and ATS platforms, the whispers of pending technological advancements to HR are finally coming into fruition and the innovations are proving to be transformative.
Although obviously important, recruiting can also be tedious and occasionally nerve-wracking. With the introduction of some straight-forward software packages, however, the more monotonous aspects of recruiting can be automated so a department can concentrate on other responsibilities. In conjunction with other applications, AI can help redefine recruiting procedures with the triple benefits of marketing assistance, communication enhancement and prospect screening.
Good or bad, an organization needs to actively market itself to attract top-tier talent. In a digital world, however, between old and new media, such marketing can be a complicated endeavor. To help HR managers compete for talent in a hyper-complicated digital world, Talemetry and other similar firms have created software packages that completely automate a digital marketing message so the proper information is distributed through the most effective platform at the most effective time. It’s an efficient way to use social media and an organization’s digital assets to reach the talent that can make the entire company thrive.
Mya, a purely digital assistant from FirstJob, just might be the recruiting tool an HR department can’t live without but didn’t even know they needed. Her intuitive interface can handle communication throughout the recruitment process, from emails and text messages to scheduling demands. Because she’s AI-based, the software learns to adapt and learn with continued use, also able to mimic natural human conversation so recruits likely won’t even realize they’re conversing with binary code. Since HR maintains complete autonomy over Mya, they can tell her how aggressive, formal, casual or lenient they want her to be, maintaining control over the tone and impression conveyed to recruits.
Like email automation, OCR-capable software for resume scanning has been in existence for quite a while. However, companies like Pomato are turning simple resume scanning into an infinitely more flexible and informative tool that not only scans resumes for keywords and phrases but also interprets the underlying contextual meanings. With this ability, HR can get an idea of the applicant’s personality traits, strengths, and weaknesses and not just strictly be relegated to what the resume says. Furthermore, Pomato can also help construct personalized interview questions based on its findings from the resume, cover letter, and CV.
Although AI and other innovations can still be intimidating to those unfamiliar with their practical uses, the positive effects they can have on HR should be enough to persuade even the most vocal of dissidents. Despite what popular science fiction might say, the practical applications of AI and related technologies, particularly when working in conjunction with CRM and ATS platforms, won’t be replacing humanity any time soon. Instead, they simply free employees to concentrate on other tasks, maximizing their strengths and efficiency.