TWB_ (formerly TWB) in Sept 2017 organized AutomationShift_ — India’s first CXO Conference on Artificial Intelligence. The talks and discussions included that actual on-the-ground reality of AI in engineering, analytics, sales, marketing, HR and other functions across industries. There were excellent perspectives from the senior management of Microsoft, SalesForce, Dimension Data and a host of others on how AI is being leveraged. There are several Indian startups already offering AI based recruitment solutions. It is clear that as with all others AI will reshape how companies manage their workforce and make HR plans to increase productivity and employee engagement in general. Here’s a quick look at what really is the impact of AI on HR?
Automation impacts efficiency & decision making
AI will impact the entire HR value chain from the CV to promotions and the actual experience of being an employee.
The bane of a lot of the HR work is the grunt work – hauling information and sifting through it. When that is automated it’s not just the time, but a lot of other benefits that can be drawn through AI:
- Talent Acquisition: The stressful and monotonous part of talent acquisition which is to scan, read, and evaluate applicants can be automated by as much as 75%. HR can dramatically improve hiring decisions with recruiters spending more time evaluating only eligible candidates.
- Shortlisting: So far at the most software could do was search through vast amounts of resumes and applicant data by keyword, education, location and years of experience. However, search results are no determination of relevance. Machine learning allows HR to build teaching sets about who the top current employees are, build models around top existing performers and their backgrounds and career paths. This results in matches are made on desired traits on deep background assessment and fitment with current employees.
- Determining Fitment: How do you engage with 1000s of candidates asking questions that are not there in the job description? Chatbots can help prospective job seekers get the information conversationally, for instance, if they take a job or how flexible an employer is, before they even apply for a role at a company.
- Eliminating Interview Bias: Interviewer’s “gut” or intuition is not always objective and AI can eliminate that at least at screening levels. For instance, video interviewing technology can help an employer rank an interviewees comfort, level of honesty, even grade the quality of the answers.
New employees demand a lot of attention and it is often impossible to dedicate enough time to each one of them and this causes employee churn. AI is helping customize onboarding procedures for each individual position so the interventions are specific and connected with the entire recruitment experience.
AI makes possible to determine what specific training intervention is required for a specific employee and then custom delivering that training. AI is also helping build organize, and schedule training programs.
AI makes a more agile deterministic model of individual and group performance using smaller increments available. Working this way allows constant course correction to keep an optimum engagement to improve productivity and detect team members who show lack of engagement continuously.
It has been difficult so far to determine individual affinities, manager relationships, satisfaction with raises and life-work balance that determine employees individual satisfaction. With the ability of a large amount of data that can deliver patterns of behaviour AI will make it possible for HR professionals to be proactive work on specific interventions to maintain employee retention.
What is the largest challenges in leveraging AI in HR?
- Data: HR data is not managed effectively by most companies. A company may have 5-6 different systems of record and applying an algorithm against any one data set is not possible. The first challenge is to get people-related data into one place so it can be analyzed.
- Policy: While most employees agree to their company having access to data when they join, ensuring that insights into individual employees are ‘safe’ is a key determinant for acceptance.
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