Artificial intelligence is no longer a futuristic notion. It’s very much a part of present reality and evolving every day. If you’ve even seen the movie Her, starring Joaquin Phoenix and Scarlett Johansson, you know where digital assistants like Siri will be in the not so distant future. What role does artificial intelligence have on HR and what will its long-term impact be?
AI and HR Converge
Artificial intelligence has come a long way in a relatively short period of time. The collective interest we have in AI is evident by the amount of financial backing it has received in recent years. A study from CB insights found that AI financing grew from only $282 million in 2011 to nearly $2.4 billion in 2015.
Numerous industries are now using AI in some form, and HR is no exception. Research indicates that it has received a warm reception, and there appears to be plenty of fascination and intrigue with the long-term implications of this union.
According to a survey of nearly 400 chief human resources officers by the IBM Institute for Business Value, “Half of the survey sample recognize the power of cognitive computing to transform key dimensions of HR, such as HR operations, talent acquisition, and talent development.”
Common Uses of Artificial Intelligence
This begs the question. How exactly can businesses use AI for HR purposes?
One of the more common uses is to provide better customer service. More specifically, some companies are now using “chatbots” to engage with customers around the clock. With more and more consumers expecting a lightning fast response, companies are starting to use AI to answer questions and improve the customer service experience.
This ensures that consumers immediately get the attention they need in real-time. Unlike their human counterparts, chatbots don’t require breaks or vacation time and can work 24/7 365 days a year.
Applicant screening is notoriously meticulous and time-consuming. It can easily take hours to filter through applicants just to choose a few worthwhile candidates. Artificial intelligence can streamline this process significantly by having candidates interact with an AI tool to answer pre-selected questions and provide relevant information. This allows recruiters to cast a wide net and find highly qualified candidates in an extremely efficient manner.
Proper onboarding is necessary for getting new hires started out on the right foot. However, it can be time-consuming and requires considerable manpower. Artificial intelligence is a viable solution. It is perfect for getting employees up to speed and can provide a fairly robust onboarding experience.
While AI tools may not be able to answer highly specific questions (at least not yet), they’re more than capable of providing answers to general questions and supplying new hires with information regarding company policies, processes and more.
It doesn’t stop there. Here are some other uses of AI in HR:
- Employee scheduling
- Workflow automation
- Providing employee performance reviews (this could really take the awkwardness out of it)
- Automatic documentation of workplace incidents
Although there’s still a long way to go, there’s no denying that artificial intelligence can have a big impact on HR moving forward. With all of the energy and investments going into AI, this could be a reality sooner than you may think.