Your questions answered
Artificial Intelligence (AI) will affect HR at every stage of the employee journey, from recruitment to HR administration to workforce planning and performance management. Some of the most publicized impacts are already transforming HR and People operations in global companies, particularly in the area of talent acquisition and selection.
AI and IA
It’s important to know the difference between Artificial Intelligence (AI) and Augmented Intelligence (sometimes called Intelligence Augmentation or IA.) AI means replacing human processes with computer systems. IA is using technology to help people, not replace them. Automation is an example of IA, not AI. It takes over repetitive and routine administration, following processes and rules defined by its operators. AI learns from experience and can improve processes and accuracy by continually refining its activity and outputs.
Many leading and high-growth organizations have already invested in powerful digitized HR automation, to improve efficiency and free up HR staff to focus on more valuable work. As in every area of consumer and business life, AI will become more commonly used in HR, processing data and drawing conclusions from it to continually improve outcomes.
AI in recruitment
In candidate selection and recruitment, AI has been used to improve the candidate experience and guide employers through more accurate screening. AI can identify and prioritize keywords and experience that have characterized successful past hires. AI programs remain consistent and accurate, no matter how many documents they scan, and can assess every resume with the same level of focus and objectivity. Moreover, AI can learn as it goes along, spotting new patterns that inform candidate suitability and delivering ever more appropriate shortlists.
Managing AI with integrity
AI can be a valuable tool for eliminating bias. It’s blind to background, race, gender, ethnicity and regionality. It can identify the best combinations of qualifications, experience and attitude to meet the demands of a particular role. This objectivity relies on responsible, ethical AI design and programming, so that bias isn’t built into algorithms or perpetuated. Leading AI designers build in reviews and checks to AI so that they can spot and eliminate any anomalies. AI in HR should never operate without oversight and ultimate decisions made by an experienced human People manager.
Our research uncovers insights from 500+ HR leaders on how they’re dealing with the HR to People transformation in the digital world of work – and how they’re using technology to get ahead.Back to top