Artificial Intelligence in HR: how is it changing the workplace?

Artificial intelligence has recently taken the world by storm. With many speculating it might replace people in some roles, or that people may even have to report to a robot, it is no surprise that this is the case.

But the plot twist is, artificial intelligence has been around for many years. In fact, in 1637 philosopher and scientist Rene Descartes predicted that one day machines would be able to make decisions and act intelligently. It was his ideas that first laid the foundations to what we now know as artificial intelligence.

If you’re left curious about what artificial intelligence really is, and how it might be changing the future of work, especially in a people-centric job such as HR – for the better. Then read on.

What is artificial intelligence?

Broadly speaking, artificial intelligence (AI) refers to any human-like behaviour displayed by a machine or system.

At its simplest, a basic form of AI is when a computer is programmed to ‘mimic’ human behaviour by using a large data set from past examples of similar behaviour. Pretty cool, huh?

In fact, in the UK we’re pretty big in the AI space. We even had The Office for Artificial Intelligence set up in 2019 to take the lead on the UK’s AI strategy to oversee the UK’s intention when it comes to AI.

It was established amongst four new institutions designed to be front and centre of the UK’s AI strategy alongside: the Centre for Data Ethics and Innovation, the AI Council and the Alan Turing Institute. And if you’re interested in the key players in the private sector – there’s a list of Artificial Intelligence Top 50 for you to check out.

But if you think that AI is only applicable in day to day work life – my friend, you’re mistaken. Chances are you might already be using AI every day without realising it when you talk to virtual assistants such as Siri, Google Assistant and Alexa.

The importance of machine learning

When you think artificial intelligence, you should also think machine learning. It goes hand in hand, after all. The catch is it’s not one and the same.

The tech folks at IBM defined machine learning “as a branch of artificial intelligence and computer science which focuses on the use of data and algorithms to imitate the way that humans learn, gradually improving its accuracy.”

But it doesn’t stop people from getting AI confused with machine learning. So if you want it in plainer English you’re not alone.

Lee Bell from Wired magazine sums up the relationship between them perfectly: “you need AI researchers to build the smart machines, but you need machine learning experts to make them truly intelligent.”

And if you want an example of just how powerful this relationship can be together – tech for good should be your first stop. After all, it is where innovation in tech has made a positive change.

Take, for example, how the use of AI and machine learning has led to the development of digital therapeutics apps such as Quin that can help people with type 1 diabetes spot blood sugar trends by learning about their diabetes journey. Babylon, which is powered by AI to give you quick easy access to your GP and meditation apps, such as Calm which is using AI to help keep us mellow.

What is the role of artificial intelligence in human resources?

If you’re wondering how on earth artificial intelligence can play a role in HR, which is such a people-centric topic, you’re not alone. After all, people should look after people, right?

Whilst you’re not wrong, artificial intelligence is actually one of the emerging HR trends to watch out for in 2022.

More and more companies are adopting AI because of how it continuously improves everything in the employee lifecycle, from candidate experience through to employee attrition.

And if you’re wondering exactly how it does this – AI uses deep learning based on employee performance data.

Artificial intelligence in HR helps save time with those mundane tasks

Get help streamlining mundane tasks when it comes to human resources management by using AI.

It’s a powerful beast which can be used to help shave time off important tasks from those mundane tasks that take too much time, help make decisions with the hiring process, and review current and prospective employees. AI takes less time than a person when tasked to create a personalized employee experience.

Not convinced? Perhaps this might help – tech giant IBM believes that “AI lets us recruit the right people faster by assessing skill match for roles […] This is an example of the ways in which AI is changing the situation so that technology enables the HR function to solve critical business challenges.”

The use of AI with candidate screening

From ageism to racial discrimination: one of AI’s biggest advantage points is its ability to screen a potential candidate or existing employee for promotion without the unconscious bias that hiring managers unintentionally form, which means it can also be a great ally in the creation of a fairer hiring process.

However, it’s not all rainbows and butterflies. The disadvantage is the way it can only look at people as statistics which is not necessarily a good thing in the bigger picture.

Streamline recruitment with artificial intelligence

At the end of 2020, employers received an average of 506 applications for low-skilled vacancies, and 56 applications for high-skilled vacancies.

That’s a lot of CVs to go through, which is why it’s no surprise that hiring managers are forced to spend only 2-3 seconds per CV, resulting in the chance of an excellent candidate missing the boat.

However, beyond these rose-tinted glasses, you’ll find that there are ways candidates can adopt to beat an ATS.

Psst. Employment Hero has built an applicant tracking system. It’s automated HR. By humans. Go check it out here.

Will AI mean HR professionals risk losing their jobs?

Not necessarily. From a business perspective, whilst the advantages that AI brings to the table are good – it cannot, at the end of the day, wholly replace a human. People have the advantage by being able to examine something in a non-binary way: the ability to look into the grey area. After all, not everything is black and white.

Take performance reviews. AI would be able to tell you exactly how that person has performed over the course of a month. The advantage, of course, being able to take away a bias that a manager may unconsciously have towards the team member.

However, AI won’t be able to tell you why someone has performed well, or poorly. It won’t know that someone was taken ill and their recovery time impacted their overall performance. It can’t tell you that someone has lost a loved one and their mental health is not doing well as a result, which has impacted their work.

Which is exactly why we need to work hand in hand with AI and not fear it because of those pesky what ifs.

The challenges of deploying AI in HR

As there’s always two sides of a coin, It’s only fair for us to look into the challenges AI brings with it’s powerful technology.

The TUC believes that the use of AI in HR decision making could lead to widespread discrimination. And that any decision made by an AI, especially in regards to whether or not an employee will be fired – must be reviewed by a person in order to provide that grey area it lacks.

However, 50% of British SMEs believe that AI could make a positive impact in HR. A study posted by Capterra revealed that AI can be used to make the HR practice fairer – but only if managed by a human. The study identifies that, in fact, talent acquisition is one of the key areas where AI has the potential to grow.

 

What does the future workplace look like?

We’ve talked about the possibility of reporting to a robot, how AI may already be in our homes in the form of virtual assistance, and the good and dark side of artificial intelligence.

But does AI have the potential to influence the future of the workplace and bring with it a brighter future?

Possibly. With mental health and wellbeing finally in the front of mind for everyone from the human resources department to employees themselves, it will be interesting to see how much further AI develops to be able to help in this area.

Perhaps one day in the future, we will be able to use artificial intelligence to detect burn out before it starts.

Let us help you keep your employees motivated by providing a smoother HR service delivery

At Employment Hero, we understand the challenges SMEs face as they grow from micro to small, small to medium and then head for world domination.

Our platform makes it easier for HR teams to manage not only your talent acquisition needs, but performance management and employee engagement. In fact, we’re all about creating a smoother employee experience by helping you help them have everything they need in one place.

All the more reason for you to book a demo with one of our People Specialists if you’re looking for something that will help you grow and take you to the next level.