How HR can use Artificial Intelligence

Artificial Intelligence, often referred to simply as AI, became one of the hot topics in HR in 2016.

It offers clear potential for making candidate recruitment a more efficient and effective process. A lot of the focus has been on the ways that AI tools can be used as part of candidate screening processes. It also offers much in terms of keeping candidates engaged during the application process. This is highly beneficial as the candidate experience overall is becoming increasingly important. Artificial Intelligence can also be used as a way of re-engaging talent at a later date.

How Artifical Intelligence can be used in Human Resources

But although these are good examples of how Artificial Intelligence can be used to bring greater efficiencies in highly effective ways, they are by no means the only ways that AI can be used in HR.

A simple way that AI can be used to good effect is the area of post-offer acceptance. The period between the moment a candidate accepts a job offer and their starting date is a potentially grey area. Artificial Intelligence can be used to keep the candidate engaged with follow-up activities, or simply for sending messages.

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Artificial Intelligence can also be useful with onboarding. Organisations will have programmes in place that enable new employees to become orientated with the company. It is a busy time with new hires getting to grips with a stream of information about the company culture, its processes and policy documents. Artificial Intelligence can be used to support such programmes.

It can offer information and resources for new hires as well as answering frequently asked questions. This can be really effective as it gives new hires a reference point and counteracts the problems that can be caused with information overload. The problem is that new hires are expected to take in a considerable amount of information. Regardless of the number of induction meetings and the like that are scheduled, how much of the information communicated at such meetings that will actually be retained by the new hire is open to question. AI enables new hires to revisit and ask questions if necessary.

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The potential of AI within HR doesn't end there. It can also have an important part to play with ongoing career development. It is sometimes difficult for managers to provide all the support and bespoke training and career support that employees need. Artificial Intelligence has the potential to support this.

Artificial Intelligence can also be supportive with employee relations. From time to time, employees will have questions to ask HR. AI can be used in terms of chat boxes, virtual meeting spaces or email. It can be used to provide the answers to common questions, but can also be used to refer queries to HR staff when a more specialised response is required, or even to book face-to-face meetings where necessary.

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Similarly, AI can be used for all sorts of scheduling. Checking and coordinating schedules to arrange meetings is a time-consuming activity that can be a real drain of employees' time. AI can simplify this considerably.

Overall, AI offers many possibilities for HR teams. You can read more about AI on a previous published piece that Simon Benford-Blows has also written. Artificial Intelligence can do a great deal to make many mundane activities much more efficient. It saves a lot of time and will certainly lead to increased productivity. However, AI isn't just about efficiency. It is also a fantastic way of providing more support and useful resources to employees and candidates.

Simon BBThis article was written by Simon Benford-Blows, Director - RPO, Talent Acquisition, EVP, Recruitment, Outsourcing, MSP, VMS, Graduate & internship, Workforce Planning at Pertemps.

 Connect with Simon on LinkedIn here.

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