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Can HR and AI be friends?

In the ever-evolving Human Resources (HR) landscape, the integration of artificial intelligence (AI) has emerged as a game-changer. While some HR professionals may express skepticism about AI's role in their field, it's essential to recognize the tremendous benefits it can offer. This blog post will explore how HR departments can embrace AI and leverage its potential to revolutionize their practices. Can, should, and will you adapt to include AI? I don't have the answer, but let's walk through some details.

Transforming HR Practices with AI:

1. Streamlined Recruitment and Talent Acquisition: AI-powered tools can help automate and streamline recruitment, from candidate screening and resume parsing to conducting preliminary interviews. This saves HR professionals valuable time, enhances the efficiency of candidate selection, and improves the overall quality of hires. But let's dig into this a little more! From an HR compliance perspective implementing artificial intelligence in hiring practices can introduce potential implications related to the Americans with Disabilities Act (ADA) YIKES, right?!. It is important to know that if an algorithm used in the hiring process discerns information related to an applicant's physical disability, mental health, or clinical diagnosis, it may violate some ADA's provisions.

2. Data-driven Decision-making: AI algorithms can analyze large volumes of HR data, such as performance metrics, employee feedback, and engagement surveys, to extract valuable insights. This enables HR professionals to make data-driven decisions regarding talent development, employee engagement initiatives, and succession planning. It can also visually demonstrate some quick areas for improvement for companies.

3. Enhanced Employee Experience: AI-powered chatbots and virtual assistants can provide instant support to employees, answering frequently asked questions, assisting with onboarding, and providing self-service HR functionalities. By offering personalized and timely assistance, AI tools can enhance the employee experience, ensuring their needs are met promptly and efficiently. BUT, coming back around AGAIN is the EEOC! In May 2022, the EEOC published a publication about the ADA and the use of AI in assessing "job applicants and employees." Even if you use a third party, you are not protected against potential ADA discrimination. YIKES AGAIN, right?!

AI presents an exciting opportunity for HR professionals to revolutionize their practices, optimize processes, and elevate their organizational impact. By embracing AI-powered tools and understanding how they can augment HR capabilities, professionals can streamline recruitment, make data-driven decisions, enhance employee experiences, and mitigate bias. BUT we quickly found 2 "positives" that can quickly turn negative!

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