Artificial intelligence is coming for your job, and soon, but not in the way you might’ve expected. It’s not going to take your job, at least not for the time being; it’s just going to oversee things like your training and your paycheck. In fact, if you work for a tech-forward company, AI is probably already performing some of these key human resources functions. Tech is taking over HR departments, automating workflows and simplifying just about everything. Here’s how:
1. Talent Acquisition and Recruitment
If you’ve applied for a job anytime in the last 5-10 years, you’ve seen how the process is changing. Algorithms sift through resumes, scanning for the appropriate keywords, and weeding out anyone who doesn’t fit the criteria. More advanced AI tools use predictive HR analytics to study patterns in applications and hiring data. These tools don’t just hunt keywords; they look at all kinds of variables to forecast which candidates are most likely to succeed in a given role.
AI is also taking over one of the most tedious parts of hiring: the initial candidate screening interview. Some companies are sending AI bots to chat online with prospective hires, and generating videos and transcripts for humans to view later. These AI interviewers are capable of carrying on a realistic, human-sounding conversation, asking the right questions and responding to answers. However, they raise significant concerns about bias — an ongoing issue with AI.
2. Hiring, Onboarding, and Compliance
Once the best employees are selected, leading edge technology may also take over the hiring and onboarding process. AI onboarding is especially useful for large companies with frequent turnover and high levels of standardization. Some AI tools may run criminal background checks, while ensuring compliance with local laws or overseas hiring regulations. Tech tools can also automate the process of submitting new hire paperwork and other important documents.
AI background checks are especially common in gig economy jobs, like rideshare, food delivery, and grocery shopping services. They might not just look at criminal records, but could also include other online information, like social media activity. These systems can raise privacy concerns and other objections from candidates and social media platforms as well. As these technologies grow, new regulations may arise to minimize errors and privacy issues.
3. Training and Development
Once hired, even the most highly-skilled employee will need some on the job training. However, a great deal of companies don’t have strong systems in place for bringing new hires up to speed. Newer technologies can help companies create more consistent, complete training programs. With the help of AI, they can also quickly and easily customize new trainings to adapt to each hire’s preexisting knowledge and skillset.
Some of these AI tools are so advanced, they can figure out what a new hire needs to know before they even ask. They can then offer appropriate feedback, resources, support, and other suggestions. As an employee grows in their role, AI can continue to help discover or create tailored training and development opportunities for future advancement. These AI tools could help boost engagement, as well as performance and retention.
4. Payroll and Benefits Administration
AI tools can help streamline and automate payroll processing tasks, saving organizations significant time and costs. AI algorithms can quickly analyze data to calculate wages, taxes, and deductions across state and country lines. The tool can also serve functions like making it easier for employees to access their pay stubs and tax forms. It does so by personalizing and simplifying the interfaces they use when they log into their payroll portals.
AI can also spot anomalies, like missed punches, that could keep employees from getting their full pay. Plus, it can help employees learn how they could make more money with the right skill or certification. However, to avoid bias issues or serious errors, AI tools should always be used with careful human oversight, especially in payroll. This is a key area to keep an eye out for errors and security breaches, as these algorithms have to process huge amounts of sensitive data.
5. Engagement, Retention, and Well-Being
AI and interactive online development programs can help boost employee satisfaction and retention by improving engagement. These newer technologies can gamify processes of hitting targets, building skills, and pursuing goals. They can also analyze employees’ abilities in real time, evaluating their skills, experience, and potential. These systems can keep gently raising the bar, encouraging employees to grow and challenge themselves as much as they can.
AI and other tech tools can help improve other aspects of the employee experience. For instance, some companies choose to implement an AI-driven employee wellness program. AI wellness programs can analyze and improve workplace ergonomics, or offer tailored workout and nutrition plans. They could also use biometrics and online screenings to detect health issues, and help employees access mental health resources and medical benefits.
Human Eyes
The earlier wisdom still applies: AI isn’t coming for your job, just yet. After all, HR, more so than most other departments, needs to be highly regulated and carefully monitored to avoid bias or regulatory issues. At the end of the day, the role of AI in HR is to find and train the right humans, not replace them. These and other new technologies still need crucial human oversight, in the form of talented, well-trained professionals.
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