artificial intelligence

Interaction with Artificial Intelligence, or AI, is rapidly becoming a normal part of our daily activities. There are obvious examples like Siri and Alexa, programs that answer questions and perform functions in response to vocal interactions. There are also less obvious examples like the artificial intelligence that tracks your Amazon purchases for future recommendations.

If you don’t already interact with some type of AI at work, you likely will soon. AI and HRIS are extremely well matched, so AI will be infiltrating many aspects of HR as time passes. The following are a few ways that you can expect to see AI impact HR.

AI in Recruitment

AI is well suited for use in recruitment because it doesn’t succumb to biases of any kind, it can process huge amounts of information quickly, and it can help recruitment teams respond to candidates in a timely manner. HRIS solutions and ATS solutions are already assisting with resume parsing, but AI may be helpful in taking this task a step further by recognizing patterns present in resumes of top employees.

AI can also consult calendars and help with scheduling interviews. By operating autonomously to schedule interviews, AI can help to speed communications with candidates while simultaneously saving hiring staff members’ time and avoiding scheduling conflicts.

Chat Bots

Chat bots can be used to answer many employee and candidate questions, which can save HR professionals valuable time. Chat bots are still pretty primitive at this point, but some can replicate human interaction rather well. Chat bots will only get better at answering a wider range of questions and sounding more human as time passes.

Benefits of AI in HR

AI can improve that way that an HR department processes and analyzes their data, providing more actionable insights. Data that may have taken weeks to manually compile and analyze can be examined by AI in seconds and presented in easy-to-read reports. This can help HR professionals to spot patterns, optimize current processes, and make predictions.

Preparing for AI

While AI can have substantial benefits for some companies, not all companies are prepared to bring AI on board. For AI to be effective, data and data processing should be well organized. Employees, managers, HR professionals, and anyone else that will be interacting with AI from an internal standpoint should also be accustomed to using technology as matter of course, relying on an HRIS for many basic functions.

If these statements don’t ring true, some updates should be made to the way the HR department operates before AI is brought in. Failure to streamline processes before bringing in AI may result in errors and issues that end up causing frustration rather than preventing it.

Human Monitoring of AI

While some AI has gotten very good at mimicking human speech patterns and responding to questions and commands relevantly, AI is not perfect. AI can fail to understand certain terms, can reveal sensitive information, can misinterpret commands and provide erroneous information, and can err in a number of other ways. Monitoring AI is necessary to ensure that it functions as intended and to correct errors in programming as needed.

AI in collaboration with HRIS can change people management for the better within an organization when done correctly. Working to integrate this technology into HR is a smart way to stay up-to-date and optimize talent management.