While HR is inherently seen as a “human” job that requires a personal touch, HR departments are also taking advantage of advances in AI/ML technology. Businesses are now using AI to help HR personnel make better decisions with data-driven insights as well as automate processes. In this post, I will talk about 5 use cases for AI/ML solutions in HR.
During recruitment, enterprises can use ML technology to understand job content and jobseeker intent in a way that goes far beyond keyword-based methods. This benefits candidates by helping them to match suitable positions faster, while helping employers to attract and convert higher quality candidates.
2. Employee engagement
More and more HR functions are striving to personalise the employee experience in the same way as their colleagues in marketing are personalising customer engagement. They can use AI/ML to analyse large amounts of employee data signals, then communicate with employees in a more personalised way. For instance, they can suggest internal job openings or career paths to employees based on their interests and skills.
3. Training & development
AI/ML algorithms can be used to analyse the current and required skills mix in the organisation, and to recommend courses and skills development programmes to employees. The learning journey could be personalised to each employee’s role, existing skills, and career development plans.
4. Employee support chatbots
Routine queries about company policies, HR processes, leave, and benefits take up a great deal of the average HR team’s time. An AI-powered chatbot could be made available 24/7 to answer these questions, saving time for HR and improving the employee experience. Chatbots can learn from experience via ML, eventually offering a fast and accurate answer to most of the common questions employees have.
5. Performance management
In the hands of an empathic team leader or HR professional, AI/ML can deliver rich data insights around improving performance at an organisational and individual level. Algorithms could highlight employee strengths and weaknesses in an objective way, removing bias from the performance evaluation process.
The human touch is critical
It’s important to remember that AI/ML depends heavily on the data that drives it. HR teams will need to gather, use and dispose of employee data in a sensitive manner that complies with privacy regulations. They should also ensure that their datasets are unbiased and that employees know which personal data is collected and how it is used.
For those that get it right, the benefits will be significant – combining the best of human and digital to create a superior employee experience. Contact us if you’d like to learn more about how AI/ML will help your HR function to better support business goals while providing excellent service to employees.