The increasing role of AI in Human Resources
Artificial intelligence (AI) has been a popularly known word in our generation. When some people come across this term, they think of an unpleasant world where humans lose their control and jobs to robots with the ability to possess superior and artificial intelligence than humans. Other people think is a positive step towards our ability to achieve more things with the help of technology.
Although it seems impossible to get a clear prediction on the evolution of AI technology, the one sure thing we know is that AI can no more be seen as something of the future. It can be clearly seen in the manifestations of today’s world. The presence of AI technology can be noticed in some unbelievable areas like the HR departments where it is used to get jobs for people instead of making them redundant.
When AI, properly applied with the proper strategy in HR domain, there is an assurance to deliver a unique experience to the candidate. Generally, automation is not supposed to be looked upon as job replacement for people as it instead assists to move recruiters from carrying out repetitive jobs to building a relationship for candidates with a more conversational task.
It is generally believed that more companies are in need of AI to assist in doing more repetitive tasks, to ease the process recruitment, improve the job experience of candidates and to improve the application process of candidates. All these are to reduce the act of bias during the process of recruitment. Here are three examples of how AI can be used effectively in HR functions
The first is the great leaps that AI technology is making in the resume parsing technology. Take into consideration the point that, an employer in a small company can put up a requisition or job posting and the inbound resumes that come can be filtered at the first level by a resume parser, before a human hand touches them. An employer may post both job interviews and job openings in a bigger company. This means they can employ a bigger HR professional team. The task of checking and sifting through resumes in some companies where excess applications come in for a job opening can be very efficiently handled and scaled up by use of AI enabled resume parsers
An (ATS) application tracking software is used today to ease the burden of a talent professional acquisition having to glance through every single resume. ATS system users have the ability to go through application data and resumes using education, location, keywords, and years of experience. As any user of the internet should know, when using a good search engine doesn’t guarantee with the most relevant results.
This is the main reason for AI. With the technology of machine learning in use, employers can easily inform and set on who the leading employees are for a given position. This is done by bringing out the resumes of top existing service experience, career paths, and background. The sifting of resumes using an AI layer is an indication that candidates with certain criteria, for example, previous job title and location can be presented and ranked to a recruiter based on other backgrounds or desired traits matching the levels of present employees.
Of course, there is an implication for a potentially better outcome for the hiring employer and manager in terms of candidate’s fitness. The human interview can still be highly ranked, the AI technology has clearly shown its reliability to make the process of recruitment more successful and efficient.
The companies with AI have the ability to read and rank a good amount of resumes and intelligently create a communication to applicants that their applications are no longer valid. This is usually done by not just responding to their applications them.
AI can help in the elimination of unconscious discrimination and bias in the process of interview. Using the AI technology for job applications, the ranking is done by objective information as not the gut of an interviewer or intuition.
After selecting a resume, it is possible to leverage AI to a video technology in order to facilitate a screening interview. The technology of video interview can be of help to analyze if there is an issue with the honesty level of the interviewee, if an interviewee was comfortable or not, and the level of the interviewee’s answer can even be ranked. While a hiring manager may not totally rely on a video interview for a decision making, it can as well help the elimination time wastage and limit the resources for recruitment.
For an HR manager of today, the AI technology sounds promising. With an increased number of vendors and players going into the HR space using the AI tools, processing data could be a boon when it comes to a company highly in need of hiring. There can sometimes be loss of trust when an AI is replaced by a human or problems when it comes to implementing workflows and new processes into the department of HR
Sometimes, the efficiency of AI-driven within the departments of human resource could cost the elimination of the need to get many roles in the department of talent acquisition. However, as we have seen here, AI has come to free the department of human resource for them to focus on bigger levels and meaningful activities like improve the employer brand of the company, developing programs and retaining the best, more of people qualified as well simply provide some services like learning or training or developing.
About the author
Jaiprakash Singh Hasrajani ( Co-founder & CEO, ValeurHR )
Jaiprakash is an multiple Award Winning Entrepreneur with business ventures and serious interest in HR Consulting, Software Product Development, Education Management, Skill Development and Capacity Building.Jaiprakash speaks at various forums, Business Schools, around India in the areas of HR, Education and Skill Development viz. at ISB, IIT Kharagpur Entrepreneurship Drives, Google G-Day Conference, SCMHRD Summit, Vibrant Gujarat National Education Summit, at Institute For Competitiveness (part of Harvard Business School)
Jaiprakash can be reached at firstname.lastname@example.org
LinkedIn : https://www.linkedin.com/in/jaiprakashsinghhasrajani/