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Implementing AI in HR processes

Implementing AI in HR processes

Benefits and drawbacks of implementing Artificial Intelligence in HR processes

Due to significant advancements in artificial intelligence systems in recent years, people from nearly every profession are now implementing it into their work. This is particularly evident in the sectors of information technologies and marketing, also noted in human resources and scientific research. According to various studies, artificial intelligence will strongly influence work processes. People’s expectations are that the implementation of artificial intelligence will lead to job displacement, but at the same time to the appearance of new ones. The most significant benefits of artificial intelligence, concerning business, are related to time saving and improved productivity. However, concerns regarding the generation of inaccurate information and possible social consequences exist.

If we focus on the HR sphere, trends indicate that artificial intelligence will significantly enhance the activities performed by the recruitment specialists. The question is whether this technology has the potential to completely replace recruitment agencies and perform the entire range of services autonomously. Perhaps we will reach the answer to this question by examining some of the key ways in which AI assists HR professionals and recruitment specialists. Some of them are:

1. Screening and Selection

AI can significantly assist with the screening and selection of candidates at a technological level. It can analyze a large volume of potential candidates’ resumes in a short period of time. Screening and selecting the most suitable candidates for a given position serve as a facilitation for human resources specialists. AI can detect certain patterns in the resumes of suitable candidates and accordingly classify them, prioritizing the best candidates. Automated selection frees up time and resources that would otherwise be spent interviewing candidates who are not sufficiently qualified. This time can be invested in other important HR tasks, such as managing employee relations or hiring new team members for vacant positions. Tools and platforms based on artificial intelligence for recruiting personnel are those for automated candidate selection. They are integrated into specialized websites with a professional focus and use algorithms to recruit candidates according to predefined criteria.

Another advantage of using artificial intelligence is identifying passive candidates: AI can analyze social media and professional networks to identify potential candidates who are not actively seeking a new job, but may be suitable for open positions. The drawbacks of this type of selection are related to the lack of the human factor – there is no direct contact with the candidates, and an objective assessment of their communication skills, attitude, thinking, etc., cannot be made.

2. Decision-making processes

AI can analyze large datasets of human resources to uncover trends, such as the effectiveness of different recruitment channels, levels of employee turnover, and the success of various hiring strategies. In this regard, the subjectivity of recruiters’ assessments is reduced, focusing solely on objective data. However, here again, we can note the drawback of lacking human touch. It is precisely the intuition, experience, and assessment of recruiters that are crucial factors in making decisions regarding the hiring. The recruitment process involves nuances that AI might not fully capture, such as cultural fit or emotional intelligence, which are better assessed by human interviewers. Relying too heavily on AI could lead to overlooking qualified candidates who may not fit conventional criteria but possess unique skills and potential.
Other drawback is data privacy concerns. The use of AI requires handling large amounts of personal data, raising concerns about its security and privacy.
And last, but not least are AI implementation costs. Setting up and maintaining AI systems can be expensive and require ongoing investment in technology and training.

3. Training and employee satisfaction and engagement

HR teams sometimes struggle to accurately assess the attitudes and moods of employees. In such cases, a brief survey can be implemented to gather honest and anonymous feedback from employees – the results of which are analyzed by AI. Besides satisfaction, in the same way, levels of employee engagement can be monitored, identifying areas for improvement and suggesting methods to increase productivity.
AI platforms can recommend continuous training and development programs, helping employees enhance their skills. Artificial intelligence can also personalize employee training and development. This is particularly evident in the technology sector, where training and development are considered fundamental motivators in their work. AI platforms can analyze the skills and career ambitions of individual employees and based on their roles and goals, recommend specific training courses, webinars, or workshops.

4. Planning

By analyzing data such as current workforce skills, industry trends, and company growth plans, artificial intelligence tools can forecast which positions may need to be filled in the upcoming year. This enables HR teams to strategize and plan ahead, providing assurance to the company that it always has the right talent in place. The same logic applies to the entire company, so even the executive directors can use these tools to enhance their perspective.

The most effective strategies for recruiting should combine the efficiency of AI and data processing capabilities with human assessment. Artificial intelligence should be seen as a tool to facilitate and support the work of recruitment specialists, rather than replacing them. The human factor is crucial, and to ensure that the processes of recruiting with the help of artificial intelligence remain fair, unbiased, and aligned with the company’s values and goals.
Artificial intelligence is not just a temporary technological tool. It is becoming an integral element in everyday work processes. This necessitates the need for new knowledge and gradual changes in business models. Therefore, it is crucial for companies to develop strategies for its application, combining technological capabilities with human potential.

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