Credit: AI Trends
It’s no longer shocking that human resources departments use artificial intelligence. In fact, according to Littler’s 2018 Annual Employer Survey, 49 percent said they use AI and advanced data analytics for recruiting and hiring. They also deploy AI into HR-related activities such as:
Making strategic and employee management decisions (31 percent).
Analyzing workplace policies (24 percent).
Automating certain tasks that were previously done by an employee (22 percent).
So, where can HR leaders expect to see significant gains in how AI will support HR-driven uses cases? The experts weigh in.
AI Risk of Bias in HR
There are some caveats to consider with AI-infused human resources initiatives. For starters, companies should keep a close eye on how these AI tools perform as they risk inadvertently introducing bias, according to Armen Berjikly, head of AI at Ultimate Software. Last year at this time, researchers from MIT and Stanford University found that three commercially released facial-analysis programs from major technology companies demonstrated both skin-type and gender biases. “The most significant risk of AI-enabled recruiting is that AI doesn’t take risks,” Berjikly said.
“An AI-enabled hiring process gets extremely good at finding the types of candidates you train it to find, which leaves out many potentially amazing applicants who don’t fit the proverbial mold.”
Moving Forward with AI Despite Job-Loss Concerns
And surely, there are the natural worries about AI being so efficient for departments like HR that it will eliminate jobs. Their worries are validated, robots are already conducting job interviews. Rohit Chawla, co-founder of Bridging Gaps, said he strongly feels AI will take the load off at least 25 to 30 percent of mundane HR jobs. While that may produce fear of humans losing jobs, it’s not time for companies to back away from time-saving AI initiatives for HR. “HR should [embrace the technology] as currently a lot of customer-facing aspects are being taken care by AI. It’s high time HR takes up the challenge without any fear,” he added.
Chawla, who raised questions of using AI in HR scenarios, sees these common areas where AI is helping human resources:
Searching right-fit candidates especially for junior-level positions.
Similarly conducting AI-based interviews both behavioral and functional.
Sharing regret information to rejected candidates with an extent of sharing the reason, also not possible manually.
Using chatbots to resolve employee queries.
Workforce Data Leads to Predictive Advantage
Where else is AI winning in HR? Jayson Saba, senior director of product marketing at Kronos, said AI advancements in HR are helping organizations leverage transactional workforce data to predict employee potential, fatigue, flight risk and even overall engagement. This enables more productive conversations to improve the employee experience, retention and performance. “It’s now possible to leverage AI to build smarter, personalized schedules and to leverage AI to review time-off and shift-swap requests in real-time based on predetermined business rules,” he said. This empowers employees, especially those with front-line/hourly positions, to take more control of their work/life balance. “Using AI for these important but repetitive administrative requests also unburdens managers, allowing them to spend more time on the floor, working with customers and training teams,” Saba added.
Real-time analytics can show managers the impact that absences, open shifts and unplanned schedule changes will have on key performance indicators, allowing them to make more informed decisions that avoid issues before they arise. Similarly, Saba said, using an intelligent solution to automate shift-swapping without manager intervention reduces the number of last-minute call-outs, no-shows and vacant shifts and effectively removes the need to schedule additional labor to cover for anticipated absences. “The future of work in any industry is going to rely heavily on advances in AI for HR,” Saba added, “but it’s important to keep in mind that AI will never replace the manager. Instead, its true value is analyzing the massive amounts of workforce data to provide managers with better informed options to guide their decisions.”
Read the source article in CMSwire.com.