I was planning a trip recently. Instead of using a travel agent or travel website, I decided to test out ChatGPT. With each response, I marvelled at how artificial intelligence is becoming eerily close to mimicking human intelligence. This led me to wonder how this technology will impact people and their jobs.
In 2022, 35% of organizations reported that they were using artificial intelligence technology in one way or another in their businesses. This will surely skyrocket in the coming years, with the market expected to reach $1.59 trillion by 2030.
Will artificial intelligence (AI) augment our capabilities or replace us entirely? AI has been making remarkable strides across various industries, and the field of human resources (HR) is no exception. As organizations embrace automation and data-driven decision-making, the future role of AI in the workplace has become a hot topic. Will AI be a supportive ally, transforming HR practices and unlocking new possibilities? Or will it pose a threat and undermine the essence of HR?
Imagine yourself as an HR Director at a global company. You have implemented a new onboarding process using a smart technology called ‘HrGPT’. Do you remember how it used to be in the past? I do. During those mass recruitment days in the pharmaceutical industry, we used to have at least one person (usually more) dedicated to sending emails to employees with document lists, collecting and processing them for hiring, doing lots of data entry, filling out forms, spending long face-to-face meetings answering questions about company benefits and more.
Now, with HrGPT, there’s an automated onboarding procedure. Your virtual assistant collects the necessary information, generates and sends digital forms, and guides new employees through their rights and benefits as well as the orientation process. This saves you time and ensures a smooth onboarding experience where people can access information instantly. This immediate support also helps employees feel more supported and reduces the dependency on HR personnel for routine queries.
If you’re an HR professional interested in exploring the use of AI within your company, it’s not necessary to understand every detail about the software, programs, and applications that constitute AI. Instead, it is more beneficial to approach AI from a business perspective by asking yourself the following questions:
To effectively leverage AI, it is essential to first identify the specific problem that needs to be solved in order to narrow down the use case. One way to do this is to consider the employee lifecycle from start to finish and map out all the areas that require improvement. Begin by focusing on a problem that can be solved with minimal effort to get started, without getting bogged down in the specifics of technology. Instead, take the time to understand the current processes and their impact on both internal users and customers.
This approach provides a solid foundation to build on and can be applied to several key areas where AI is likely to play a significant role, including:
Recruiters and talent acquisition teams can efficiently screen and shortlist candidates with unparalleled ease by leveraging the power of AI. By making data-driven decisions, they can identify the ideal match between talent and opportunity, resulting in exceptional hires that revolutionize their organization’s success, one hire at a time.
AI-powered applicant tracking systems and CV screening algorithms can greatly streamline the recruitment process. These tools can efficiently analyze large numbers of CVs, identify relevant qualifications, and shortlist top candidates. Furthermore, AI tools can help eliminate potential biases, ensuring a fair and unbiased selection process. By utilizing AI in recruitment processes, companies can save time and resources while ensuring that the best candidates are selected for the job.
While AI tools can be highly effective in the recruitment process, critics argue that relying solely on them may lead to the exclusion of qualified candidates who do not fit into pre-defined algorithms. By solely relying on AI, the human aspect of assessing cultural fit and soft skills may be overlooked, potentially resulting in a loss of diversity and innovation within the workforce. It is important to strike a balance between utilizing AI tools and incorporating human judgment to ensure a fair and inclusive recruitment process.
By leveraging AI and AI-powered data analytics, HR professionals can uncover hidden patterns and insights that drive employee engagement, optimize performance management, and foster a workforce where every individual can thrive and achieve their full potential. By utilizing these insights, HR professionals can make informed decisions that benefit both the employees and the organization as a whole.
AI technology can analyze employee data, including performance metrics and survey responses, to provide HR professionals with valuable insights. Predictive analytics can help identify patterns and trends related to employee engagement. This helps HR teams to proactively address issues and implement targeted interventions.
Concerns arise when AI algorithms are solely relied on to measure employee performance, as they may not accurately capture the contribution of intangible qualities or factors to an employee’s success. Overreliance on AI metrics without considering individual circumstances may result in unfair evaluations and demotivation among employees.
AI can help HR teams create personalized training journeys that empower employees to grow, adapt, and unleash their true potential through skills assessment, adaptive learning, customized plans, and ongoing developmental support. This can lead to improved employee engagement, satisfaction, and overall organizational success.
AI-powered learning platforms can provide personalized training experiences tailored to individual learning preferences and needs. AI can assess employees’ skills and competencies through online tests or simulations to create training and development plans based on factors such as job requirements, individual goals, and performance gaps.
Some argue that AI-driven learning may diminish the human aspect of mentoring and coaching, as AI systems cannot build relationships, provide emotional support, and understand unique learning needs like humans can. A balanced approach that combines AI-driven training with human interaction is necessary for a comprehensive learning experience.
AI can facilitate and improve HR analytics and decision-making by processing and analyzing large amounts of data more efficiently than humans. This can help HR teams to identify trends and patterns in employee data that might be difficult to spot using traditional methods.
HR analytics tools powered by AI can efficiently process large datasets, identify patterns, and offer valuable insights that inform strategic decision-making. Predictive analytics can help HR professionals anticipate talent needs, identify turnover risks, and develop effective workforce planning strategies.
Relying solely on AI algorithms for decision-making may undermine the human element of intuition and judgment. Moreover, ethical concerns related to data privacy and potential biases embedded in AI algorithms must also be carefully addressed to ensure fair and responsible decision-making.
The future role of AI in HR is a complex and multifaceted topic. Although AI has the potential to revolutionize HR practices by automating repetitive tasks, providing data-driven insights, and enhancing decision-making, it also raises concerns about potential biases, exclusion, and the loss of the human touch.
To fully harness the benefits of AI in HR, organizations must find the right balance between automation and human involvement, ensuring that AI is used as a supportive tool rather than a replacement for HR professionals.
By leveraging AI technologies responsibly and ethically, HR can embrace the future with confidence, driving innovation, enhancing employee experiences, and contributing to organizational success. The key lies in understanding that AI can be a friend to HR when used as a complementary force that augments human capabilities, rather than a foe that replaces them.
“To fully harness the benefits of AI in HR, organizations must find the right balance between automation and human involvement, ensuring that AI is used as a supportive tool rather than a replacement for HR professionals.”
While AI and automation will significantly impact the future of work, human skills and emotional intelligence remain vital. A trailblazing HR leader understands the importance of balancing technology with human interaction to create a holistic work environment. As AI and automation become more widespread, ethical issues such as data privacy and decision-making bias may arise. Future-focused HR leaders will stay aware of these concerns, proactively addressing them to maintain the organization’s reputation and integrity.
So, where can you find HR leaders equipped for the age of AI and automation? Stanton Chase has the answer. With over three decades of experience in hiring leaders at the forefront of business innovation and excellence, we can distinguish exceptional leaders from average ones and find the perfect match for your company. Our candidates drive business performance while preserving your vision, culture, and existing strategy.
If you need assistance in finding the HR leader of the future, click here to connect with one of our consultants.
Burcu Miles is a Partner at Stanton Chase’s London office. She specializes in Life Sciences and Healthcare as well as Consumer Products and Services. She has worked for well-known healthcare companies such as General Electric, Merck Co., and Schering-Plough across various regions, including the US, Europe, and Emerging Markets – EMEA. Burcu’s background has culminated in 15 years of experience in human resources leadership roles.
Burcu is passionate about change management and creating collaborative cultures that drive workforce excellence, especially in high-context environments. She has a unique ability to understand business challenges through people and align them with organizational strategy, which has earned her the trust of executive teams. As a result of her focus on building strong teams anchored in purpose and culture, the organizations she has worked with have outperformed their peers in market share and have been recognized as employers of choice.
Click here to learn more about Burcu.
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