Digital Transformation – 3 Ways HR Can Use AI More Effectively
15 Apr 2020
In this digital era, robots, automation and artificial intelligence (AI) have become commonplace within the workplace. As AI increasingly becomes one of the most important disruptors of our time today, it is imperative that organisations change their mindsets towards the possible risks associated with AI and embrace the various opportunities and advantages that this new digital transformation could bring about.
Within organisations today, there is no doubt that business leaders have been quick to adopt AI into their business processes, rapidly enhancing daily tasks and increasing productivity. At the same time, HR needs to play an active role in embracing this new technology and use it to their advantage.
According to a 2017 report by IBM, How cognitive computing is transforming HR and the employee experience, 66% of the 6,000 CEOs surveyed believe that “cognitive technology can drive significant value in HR.” However, given the costs involved, business strategies and processes, some organisations might still be deliberating whether to jump onto the AI bandwagon or not. However, here are some examples in which AI can reinvent and transform HR today.
The recruitment process in any organisation can be a long and tedious process. First is the screening of candidates before trying to find an interview timing that fits with everyone’s schedule. In between is the constant flurry of questions from potential candidates. AI recruiters can help to take the mundane process of recruitment from human recruiters. For instance, scheduling of interviews can be automated and “chat-bots” can be implemented to answer any generic questions about the organisation, interview processes or status of their application. This then leaves human recruiters with more time to focus on bringing new hires onboard the organisation.
Smarter people analytics
Over the past decades, organisations have been scrambling to form a team of HR analysts, dedicated to identifying patterns and gathering insights around employees behaviours to improve workplace productivity, ensure attraction and retention of key talent. However, AI can help HR to play a larger role in gathering, tracking and analysing data. HR can them simply focus on coming up with initiatives to further enhance workplace productivity or policies to elevate employees’ benefits and workplace culture.
As organisations strive to achieve inclusion and diversity, managers and employees tend to unknowingly lean towards candidates who bear similar traits. This is also known as the “unconscious bias”. AI can help to eliminate this unconscious bias, presenting hiring managers with potential candidates that might have been screened out simply because they were not “up to the hiring manager’s standard”.
As HR today continues to be disrupted by technology, it is imperative to balance AI with transparency. Employees and potential candidates need to be clear as to how certain decisions are being made. This will then allow employees to trust and embrace this new form of digital transformation.