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The Role Of AI In HR: Main Prospects And Risks

Robyn McBride

Robyn McBride

Robyn McBride is a journalist, tech critic, author of articles about software, AI and design. She is interested in modern image processing, tech trends and digital technologies. Robyn also works as a proofreader at Computools.
Artificial Intelligence


Business process automation enters all spheres of company functioning, including recruitment and HR management. A good HR specialist keeps abreast of new technologies and opportunities to improve their work, searching for the best AI for HR: virtual assistant or other tools.


How Does the HR Department Affect Business?

This department is an integral part of structural organizations. The business owner relies on it to create, form, and organize an effective workforce. When the company is small (5-10 people), the owner can perform these functions independently, but when the business grows and divides into departments – the HR department or manager becomes indispensable.


Effective human resource management involves more than just hiring qualified professionals. An HR manager sees the emotional state of employees. He or she sees what employees are doing, which means he or she can assess the effectiveness of their work and their value to the company. The task of this department is to be responsible for the global processes of team building: recruitment, adaptation, motivation, management of moral climate, and creation of corporate culture.


A Good HR


Training and development


HR service is the face of the company. It selects, adapts, and trains the team. The goal of a good HR specialist is to find a candidate who will fit the purposes of the business, develop within the company and undoubtedly bring in revenue. However, the job of this department is also to select technologies and tools to organize processes. A good HR specialist spends a lot of time on this, using tools and services based on AI for HR, among other things.

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A Bad HR


A lousy HR doesn’t know the goals of the business. He posts vacancies and waits. Does not know how to organize a single business process of recruitment, adaptation, training, motivation, and exit. One does not use modern tools and technology to collect and analyze information. Bad HR does not educate himself or search for new solutions to problems. An HR department needs to have the HR plans, market analysis, and, of course, be able to count the money. If a job search site charges an amount of money to close a vacancy, but targeting ads costs four times less, bad HR will not use the most profitable tools but will use the ones that are convenient for them.


How AI Technology Got into HR


Artificial Intelligence at workplace


AI history in HR is not that long, but it is developing rapidly. Every year, AI is introduced deeper into various automation processes, and the AI for HR sphere is also modernized. For example, the cost of recruitment mistakes is increasing. Therefore companies strive to test the candidate from all sides, studying his involvement and effectiveness and the contents of social networks pages, youth mistakes, and relationships with parents. Modern HR services based on AI, predictive analytics, and gamification allow for automating the screening process.

The most important for HR are the technological innovations that can help accelerate the process of searching and selecting suitable candidates. The less time spent, the better. As in many other areas of business, artificial intelligence with machine learning and predictive analytics, big data, and facial and voice recognition help in HR.

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AI for HR Benefits

Eliminating Irrelevant Candidates

Today there are special services for selecting candidates, virtually assisting in searching through multiple sources on the Internet simultaneously. Furthermore, integrated AI can evaluate candidates’ skills and even give them a rating. This methodology allows for the faster elimination of applicants before the interview. In addition, such tools collect statistics on skills, time spent working in different organizations, etc.

Relevant Candidate Search and Resume Analysis

Unique mathematical algorithms analyze unstructured textual data in CVs, decompose them and compare the candidates. The machine learning model uses the same factors in selecting candidates that a human would use, only it speeds up the process considerably. The technology frees up the HR specialist for more important tasks by performing routine operations.

Interview Analytics

AI is being integrated into job interviews through chatbots and video analytics programs. They allow for more responses and, therefore, more data. Such systems are relevant for mass recruitment. For example, video analytics helps determine a person’s behavior, words, intonation, gestures, and facial expressions to identify the future effectiveness of a specialist in a proposed job position.

Evaluating the Effectiveness of Employee Training/Adaptation

Thanks to data analysis and machine learning algorithms, AI can determine if there is a connection between any training and the effectiveness of employees’ use of new knowledge. The tool can also predict and estimate the demand for any training.

Managing Employee Engagement Levels

The practice of sending questionnaires and checklists to employees has long shown effectiveness. AI can count the number of employees who do not respond to questionnaires. AI tools help reduce the subjectivity of perception of information, enable the use of data deposits, and reveal what is hidden from the naked eye.

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Predicting Employee Attrition

AI collects data about employees and their behavior and analyzes and identifies patterns. It creates a list of employees who are potentially ready to leave. The AI can also issue recommendations for retention.

HR Chatbot


AI- chatbot


The XP chatbot collects calls and typical inquiries from employees in a convenient form and generates responses. It can also collect and process employee ideas and create interactive scenarios.


Risks of Using AI in HR

One of the risks of using AI for HR solutions is the overuse or misuse of this technology.

You can’t rely entirely on the “machine” to select an employee, and, for example, omit the part where the recruiter conducts a one-on-one interview, as you can miss out on a genuinely worthwhile candidate or, conversely, hire someone who can’t work in a team or has a deceptive resume.

Bottom Line

Neural network technologies allow solving HR tasks at almost any stage of an employee’s life cycle, including:

  • Recruiting staff,
  • Payroll,
  • Staff training,
  • Objective setting and performance evaluation,
  • Career development,
  • Culture and engagement management,
  • Improving employee commitment,
  • Increasing the well-being and welfare of employees,
  • Enhancing employee experience in the company,
  • Reducing stress to prevent burnout and resignations,
  • Identifying and solving critical problems in business processes



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