Photo by Igor Omilaev on Unsplash
Artificial intelligence is gaining momentum in human resources departments. According to a 2024 survey by SHRM, 26% of organizations “use AI to support HR-related activities.”
Using AI, HR leaders and their teams can transform candidate and employee experiences. From the moment someone begins the application process to the point where they are developing their leadership skills and tackling new challenges, AI, in conjunction with the human touch we need to retain, can streamline the journey.
The SHRM survey found that the “top three areas where organizations are using AI to support HR-related activities include recruitment, interviewing, and hiring (64%), learning and development (43%), and performance management (25%).” These are key use cases for AI in HR, and by focusing on them, HR leaders can streamline and personalize processes, enhancing the overall experience for candidates and employees. In turn, HR leaders can create more dynamic, innovative workplaces.
Starting with AI during the talent acquisition stage, HR teams can leverage AI to efficiently sift through résumés and identify candidates with the necessary skills to advance to an interview. A 2018 study by Ladders, Inc. found that the “average initial screening time for a candidate's résumé clocks in at just 7.4 seconds.” That’s not nearly enough time—and recruiters and hiring managers can easily miss details, leading to qualified candidates not getting a callback. What recruiters and hiring managers might miss, AI can catch. Similar to how some companies use chatbots to answer customers’ questions, HR teams can deploy AI to answer candidates’ questions, such as “How long is the average wait time to hear back after submitting an application?” and “Which departments at the company are fully remote?”
HR teams can also use AI chatbots to address employees’ questions, such as “Where can I find more information about my medical plan?” and “How many PTO days do I have left?” Beyond rapidly responding to basic inquiries, AI can also facilitate more personalized employee training and development, akin to how it’s being used in education. Instead of employees sitting through module after module of generic one-size-fits-all off-the-shelf courses, they can be presented with tailored learning opportunities that align with their interests and goals. In turn, employees will be more likely to be passionate about advancing their knowledge and skills—which can foster a culture of continuous learning that fuels talent mobility and retention. I believe that focusing on personalized development is an essential part of the future of work, given that continuous skill enhancement and adaptability are increasingly crucial.
As for leveraging AI for performance management, the SHRM survey found that many HR teams “are using AI to help facilitate performance conversations and next steps. Over half are using AI to assist their people managers in providing more comprehensive or actionable feedback to their employees and 46% are using AI to facilitate employee goal setting around performance. Notably, 1 in 3 are using AI to better prepare their employees for their performance review with their manager.” These use cases illustrate how HR leaders can simplify performance management for both managers and employees. However, effective performance management is a two-way street—employees also need opportunities to provide feedback about how they feel about their employers’ initiatives, processes and culture. HR leaders can use AI to quickly identify common themes in responses to employee engagement and other surveys. Faster analysis begets faster action, allowing HR teams to swiftly address employees’ concerns, which can improve retention rates.
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