AI is no longer a distant concept—it’s a daily tool, increasingly embedded in how HR teams attract, develop, and support talent.

As organizations push toward more agile, data-driven operations, HR departments are adopting AI to enhance efficiency, improve decision-making, and deliver more personalized employee experiences.

But they’re also grappling with concerns around privacy, bias, and the potential erosion of human connection.

From recruitment and onboarding to performance management and compliance, here’s how HR teams are currently leveraging AI—and what thoughtful implementation looks like in practice.

Enhancing Hiring Through Speed and Precision

One of AI’s most visible impacts is in the hiring process. At Remote, a global HR platform, AI is used to streamline recruitment workflows.

“Our HR teams use AI tools to automate repetitive functions, cutting down the time that HR spends on administrative tasks and allowing them to focus on nuanced, people-centered work that only humans can do,” says Barbara Matthews, Chief People Officer at Remote.

This includes candidate screening and talent mapping, which helps recruiters sift through thousands of resumes more efficiently. But Matthews stresses that AI isn’t making final decisions. “AI never handles final employment decisions—that is entirely left up to human HR professionals,” she says.

Navigating Volume in the Era of AI-Generated Resumes

Ironically, the rise of AI has also made hiring more complex in some ways. For instance, job seekers are increasingly using generative AI to craft resumes—sometimes too efficiently.

“The ease with which job seekers can now use AI to generate and submit applications has led many to take a ‘spray and pray’ approach,” Matthews explains. “Seventy-four percent of businesses say this has become a significant challenge.”

In fact, 73% of businesses report receiving AI-generated resumes with false information, according to Remote’s Recruiting Report. This flood of low-quality applications forces hiring teams to spend more time vetting candidates—or risk overlooking great talent.

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