Artificial intelligence (AI) is one of the most talked-about and important technologies today and this isn’t going to change anytime soon. In fact, AI is likely to play a major role in transforming organizations from being knowledge-driven to being data-driven. In this post, we’ll explore why it’s important to add AI into your HR tech stack and discuss how you can tackle some common challenges using this technology.
Current Use of AI in HR Technology
When you ask people about AI, their minds likely turn to self-driving cars or even robots that can get ready your toast. However, the truth is AI is already being used in HR technology today and it’s going to be a key part of transforming this space going forward…
Two of the key challenges with traditional HR tech include matching up the right people to the right jobs and knowing what skills workers need to succeed in their roles. Thankfully, AI is helping solve both of these problems. For example, companies like Tata Consultancy Services are using AI to help map out training needs.
Advantages and Disadvantages of AI in HR Today
While we’re still in the early stages of AI integration in HR, we’ve already seen many positives and negatives come from it.
Advantages of AI in HR
Fill open roles faster: HR departments are using AI to more quickly identify available workers with the skills an organization needs.
Identify high-performing workers: AI can also be used to identify high-performing employees and help increase their productivity.
Reduce risk of compliance breaches: AI can also help reduce the likelihood of HR compliance breaches thanks to its ability to flag up policy changes and new regulations.
Disadvantages of AI in HR
Risk of human bias in AI algorithms: One of the big risks associated with using AI is that it can introduce new biases. For example, if you let your algorithm scan candidate resumes for keywords, this could end up discriminating against certain protected groups.
Privacy concerns: Another risk associated with using AI in HR is privacy. Using data from social media profiles and other sources to make hiring decisions could raise concerns among candidates. For example, candidates may not want an AI program from a current or prospective employer to know that they have been looking at new jobs on LinkedIn. Employers should be transparent about how they use personal data and reassure candidates that they won’t face any unfair discrimination as a result of its use.
The Future of AI in HR
While AI is already revolutionizing HR, the technology has much greater potential in this space. In the future, AI software could have a role to play in designing jobs and even cutting management positions.
As the AI workforce grows and more professionals work with programs like this, we’ll see workplaces change. For instance, employees will be able to use their own AI assistants in the office and at home. This could make it easier for them to prioritize tasks and adapt to new working environments as they arise.
Ultimately, as AI does everything from monitoring performance to helping workers learn new skills as they apply for jobs, the need for human HR professionals could reduce over time.
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