4 Ways AI is Changing Human Resources
Artificial intelligence (AI) has made significant technological strides in the past few years. Its applications are becoming increasingly popular due to the capacity to learn from data and automate manual and repetitive tasks. Because of AI's broad applicability in many industries — from automotive to retail to healthcare — it's no surprise that the AI market is projected to grow to $177.31 billion by 2030. That’s a CAGR of 47.2% between 2020 to 2030.
However, there is a widespread notion that the growth of AI and its broadening uses threatens opportunities for human workers. The opposite is actually true: rather than robots coming to take our jobs, AI is making certain aspects of work much more manageable. One particular area AI most positively impacts is HR. Here are some areas in HR that AI is changing for the better:
The Recruitment Process:
Employers can receive up to thousands of applications when they send out a call for candidates. Sorting through them manually can be tiring, resulting in faulty screening processes affected by human error. Due to fatigue, frustration, and human imitations, employers may leave capable candidates out. Modern applicant tracking systems use AI and its subset, machine learning, to manage tasks like job postings and screening applications and resumes. Such software can note details that human HR professionals may accidentally skip over. When these tracking systems are done with the screening process, a company's HR department is left with a list of the most promising candidates. Ultimately, this means that HR professionals can spend more time effectively deciding which qualified candidates would suit their company best.
Hiring biases are when employers unconsciously hold opinions based on an interviewer’s demographic information. These biased impressions can be a significant flaw in hiring when candidates’ qualifications are unintentionally overlooked because of their background. As such, many companies attempt to reduce hiring biases through various initiatives. These include eliminating personal details about race, gender, or age in resumes, or providing skill tests and standardized interview questions that focus on qualifications and skills. But biases can persist as long as there is a human element in these processes. AI can overcome hiring biases by analyzing data in ways humans can’t. By programming AI recruitment software to ignore specific demographic data, like age, race, and gender, it can focus only on skills and experience. This can result in HR professionals building a more diverse workforce of the most qualified employees.
Employee Experience and Engagement:
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