You have probably have seen it in the Terminator movies, the A.I the skynet the robots are coming for us..Well, the reality begs to differ it’s not exactly what you think. Think of A.I as a smart baby locked in a 4x4 room. What is able to do is clearly up to the adult a.k.a programmer and the data that it will feed it. But wait...if this is the case how can A.I and HR work together in this time? Are our organizations to late to step ahead of the game? .
Wonderful inspiration into the topic with great insights is Mrs Janelle Shanes, optics research and A.I scientist researcher, Ted-x vid which breaks all these evil A.I misunderstanding. According to a 2018 McKinsey study on AI adoption, 47% of businesses “have embedded at least one AI capability in their business processes.” Conversely, in 2017, only 20% of respondents used a form of AI in their organization. The early adoption years of AI are long gone—the technology is now shifting toward the mainstream. And here’s how it is distributed among different sectors, including HR.
Have you ever find yourself bored when it comes to this please provide us with your Work Experience, Education, birthdate etc...every single time going through applications and having to retype again and again your CV information well A.I has come to put this into bed once and for all… This Oracle study on advanced analytics in HR departments identified areas where AI is being used the most among respondents. The results are clear:
Let’s further explore those three areas as well as other functions in which AI could aid HR departments.
AI can work like a charm in the first stage of the recruitment process, because it can perform a preliminary analysis of a candidate’s résumé to cross-check his/her declared skills against the skills of successful employees with the same job title. For example, a chatbot can ask all kinds of basic, routine questions about age, location, experience, education, etc., while letting the HR professionals do more detailed candidate screening.Naturally, this isn’t a solution for every company—in some positions, a candidate’s inherent flexibility and creativity are worth more than past experience and skills, and that’s something that AI still has trouble gauging. Mindmatch, one of the first A.I Recruitment platforms says it all “Humans are intrinsically biased. If we could come up with a tool for eliminating bias, we would be millionaires by now. - Sohraab Joshi Mindmatch CEO
You are enjoying your morning coffee on a calm monday..until you open your mail and you face it..a pile of mails from employees requesting the usual updates on employee matters about your Organization, Legal matters, procedures..the works...
Smart chatbots that give employees instant access to loads of company-related information are another way in which AI can relieve HR staff workloads and provide them with knowledge and holistic view of the organisation. Employee doubts about policies and procedures can be resolved by way of simple queries with prompt answers. The same goes for the submission and processing of leave forms
Decreasing the number of low-value tasks helps HR staff focus on strengthening workplace bonds and developing relationships that facilitate employee engagement.
Onboarding, who can forget their first day in an Organization right? All these paperwork, one-on-ones its a never ending vortex with such a huge impact into our attitude and future within the Organization. According to Glassdoor, a strong onboarding process at companies improves new hire retention by 82% and increases productivity by over 70%. A study by Click Onboarding says that almost three-quarters of employees “are more likely to stay with a company for three years if they experienced great onboarding.”
A.I can be leveraged to customize it to individual employee, their positions and tasks.