5 Ways Artificial Intelligence is Reinventing Human Resources

Imagine that you are getting bored and want to listen to some music. What do you do? “Alexa, play Memories by Maroon 5.”, you say and recline back into your chair. This is how AI is making lives easy. And where did we get so far in the race?

Researchers have been working on this for a long time. Like, really long. Hong Kong-based Hanson Robotics turned on Sophia, a social humanoid robot, in February 2016. She once joined the panel of the United Nations’ convention on sustainable development and was asked questions!

Yes, true story.

In 2015, Toshiba wanted to do something along the same lines. So, they built Junko Chihira. She is a humanoid robot who speaks three languages and is a guide at the Aqua City Odaiba in Tokyo.

But is AI really that great and friendly? I remember The Terminator (1984) in which there is an AI killing machine from the future and is talking like humans. Still gives me chills. We are already close enough to the part where robots are beginning to talk like humans. Not sure about the killing part, though.

Now, I am no robot expert but the day AI takes over the world is quite far away. So, how artificial intelligence and human resources fit with each other. For starters, many businesses are afraid of letting non-humans into their business, thanks to Hollywood’s portrayal of AI.

But one thing is certain, businesses are not the same as they were 20 years ago. The market forces are not the same as they were 10 years ago. And technology is not the same as it was 5 days ago.

AI is becoming more and more involved in our lives and in our businesses. That is the truth that we cannot deny.

Hey, boomer. Didn’t you hear that manual recruitment is dead?

Here’s why.

Attracting and recruiting the right candidate is one of the most important tasks of any HR department and the best most people do is eye-ball the decision or go with their “gut”.

Will a doctor perform surgery on you because you have a feeling something is wrong? Of course not. They will perform preliminary tests and validate the reports before opening you up with a scalpel.

And you want to leave the growth of your business on chance or fate. Can’t say that it is a wise decision.

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Why care about AI-driven HR?

In the first industrial revolution, the concept of mechanical production took off. Using steam and energy to power and propel things was a big wow.

Then we had the evolution of science and the concept of mass production in the second industrial revolution. Innovations and stuff like chemicals, weaponry, airplanes, etc. came into being. And factories used concepts of science to boost their business. Legendary automotive industrialist Henry Ford started with mass production and manufacturing is still standing on his shoulders.

The third industrial revolution started off with the age of computation and the internet.

And now we are in the fourth industrial revolution which expanded on the third and going on from the late half of this century. We are on the brink of using AI to redefine the way we live, interact, work, and relate will change.

“The Fourth Industrial Revolution has the potential to empower individuals and communities, as it creates new opportunities for economic, social, and personal development. But it also could lead to the marginalization of some groups, exacerbate inequality, create new security risks, and undermine human relationships.”

Klaus Schwab, Executive Chairman of the World Economic Forum

Why am I telling you all this? Because every phase of the industrial revolution shows one thing – we are lovers of efficiency and productivity. Humans, no matter how clumsy, are always attracted to doing things better, in lesser time, and with bare minimum effort.

So, when I say that you have an opportunity to use AI in your human resource functions for effective and efficient goal meetings, shouldn’t you pounce at it?

How does AI help with HR?

In layman’s terms, the opportunity for AI to improve the efficiency of the hiring cycle is immense. Like big giant balloon immense. Machine-learning technologies are creating tools to spot, screen, and rank applicants to help speed up the hiring process.

Great examples are of organizations that use AI to create and develop gamified challenges for software programmers as a candidate sourcing tool.

On the other end of the spectrum – placing candidates – technology is an enabling candidate profile of unstructured data to fit with job requirements. Candidates and desired skill sets are matched, without manual effort.

Meanwhile, one way to reduce the time-consuming of recruitment is the introduction of virtual assistants for recruiters. There is tremendous scope for artificial intelligence to improve the traditional recruitment process.

Okay, too much? Let me put that in simple and more understandable words. When I say “improve efficiency”, the first thing you think of is data, right? Measuring data equals the optimization of the process. Once you know everything about recruitment metrics to make better hiring decisions, you can use AI-based tools to measure them, monitor them, and optimize them.

Simple? And that is how, folks, human resources and AI became best friends forever.

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Ways artificial intelligence is reinventing human resources

Now you’re probably wondering how does AI help with HR. So, here is an overview of that.

Reduces recruiting timelines:

Spending hundreds of man-hours filtering through thousands of CVs and online job-board profiles, searching for new employees, is coming to an end. Due to artificial intelligence, the hiring time is estimated to reduce from more than 30 days down to single digits.

Candidate sourcing and onboarding can be made efficient, utilizing a non-biased process that removes stereotypes from sourcing and finds candidates that are appropriate for the position.

Is cost-effective

Above all, Over a period of 12 months, as estimated, AI decreases costs for the company. For instance, numerous man-hours, countless company dollars, etc. While this seems nearly incomprehensible, it’s completely possible.

With many of the programs available, offering tailor-made packages on a monthly, quarterly, and yearly subscription basis, it’s not hard to see that you can save a pretty hefty amount by transitioning to technology solutions.

Improves the ‘employee experience’

There is no way we can personalize at scale without applying the best that data science has to offer. Artificial intelligence isn’t just about giving humans a hand at doing lower-level tasks; it’s about data.

Vast data can be collected at an exponentially higher rate from AI than from humans involvement. This data not only drives businesses in Human Resources alone but also in other departments.

Enhance efficiency

Automation and a human touch don’t have to be mutually exclusive. Strategically combining them can deliver unrivaled results. In recruiting, automation’s infinitely scalable levels of efficiency, regardless of the volume of candidates, each receives a timely correspondence.

Increases the human experience

Ideally, automation makes it possible to enhance the human experience for both the organization and the candidate. If increased efficiencies allow more time for the highest-value interactions.

Increasing speed, quality, and efficiency without sacrificing meaningful communication and relationships seem to be the right balance for the best possible outcome.

Conclusion

Today, HR departments and recruitment agencies face some biggest challenges, for instance, screen resumes and compliment talent acquisition. Modern technology reduces effort and helps manage data. It also streamlines some part of the recruiting workflow, especially repetitive, high-volume tasks.

Editor’s Note: Originally published March 4, 2019, 09:59 AM, updated 05 January 2021.