AI and HR: The Future of Recruitment, Analytics and Learning

These tools increase the speed of the process as well as potentially improving the suitability of the candidates. 

However, there are some ethical dilemmas around using AI video analysis to scan the facial expressions and body language. These tools are still in relatively early phase and through something known as algorithmic bias, they can perform discriminatory practices.  

Please always be careful and considerate towards your interview candidates and keep human oversight of the process in place. 

AI for HR Analytics 

AI tools are very useful in analysing data and giving you and your teams unique insights into the meaning behind the numbers. 

In HR, this means that AI can give you some analytics to anticipate turnover numbers, identify areas for growth and plan the use of the workforce. 

Tools like Visier provide extra data based on the performance of the employees, giving you some predictions about their performance going forward. Peakon and Qualtrics can analyse feedback coming in through surveys and questionnaires to quickly capture the feedback given. 

Plugging AI tools into employee data can give recommendations on what sorts of training the employee should be given to improve their performance.  

Data-driven HR management becomes easier than before. AI can even predict the likelihood of some employees leaving, which can help your business anticipate any issues that would regularly catch you off-guard. 

However, getting the data working and integrated into the tools can be a difficult task, and one that requires absolute data privacy to ensure you are keeping the trust of your employees. 

AI for HR Training 

Progressing your career in HR, growing your team or giving your team the right skills for the job is time consuming. AI platforms can really enhance the training schedule and path by making bespoke recommendations based on the data. 

AI tools can efficiently highlight the skill gaps and career goals, generating specific training programmes and schedules based on the requirements. 

Learning platforms use AI to improve the way that learners are being coached in their learning journey. It analyses their job title and previous questions asked to pull the data it believes best matches any question it is being asked. This availability to a digital coach  

These coaching assistants can provide instant feedback and recommend next steps in any HR learning journey. 

These tools make learning more scalable while keeping costs down. The instant feedback that the AI coaches provide also makes the learning a lot quicker and engaging, leading to potentially better results. 

Biggest challenges of AI in HR 

AI in HR comes with its own inherent set of challenges, as you’re not just dealing with data, but also with the people behind the data. 

These risks need to be managed effectively to keep the trust of the employees. 

Biases and Fairness 

AI often relies of historical data for its analyses. If any bias existed in these choices, it could lead to biased choices being made based on this data. It might also weigh the data incorrectly.  

This means it could consider an otherwise perfectly suitable candidate not fit for the job based on past data or incomplete prompts. This can lead to inequality issues and are some of the most damaging challenges of AI in HR, as behavioural sciences in HR demonstrate objective behaviour is important. 

Data Privacy 

Sensitive employee data would need to be analysed and integrated by these AI tools for them to interpret. GDPR and data protection laws need to be adhered to, and one mistake can easily damage the trust of your employees. 

Limited transparency and understanding 

AI tools are so intricate and involved that it is difficult to fully understand how they operate. These tools further intentionally obfuscate how they work to protect the IP of their company.  

This means that you might be making decisions to hire or refuse someone based on an algorithm you do not fully understand. This is a problem, especially when you need to justify your choices. 

Costs and rollout 

Tools might make work quicker and more efficient, but they do often require large investments, depending on the size and scope of the company. Rolling them out across the company and integrating them into your existing system can be very complex, meaning they cost a lot of time to be implemented satisfactorily. 

How MOL can help right now 

While AI tools are available, we also know that these tools are still relatively young, and AI is a hot topic these days. We expect these tools to develop and evolve over time, but one thing we know for sure: CIPD qualifications remain a key foundation for anybody looking to develop their HR or L&D careers. 

Our CIPD courses are the perfect way to gain your qualifications and make the next step in your career. Reach out to us today to learn more.