Artificial Intelligence is gradually appearing in all areas of business. Even in Human Resources.
In this article we will see how Artificial Intelligence is being implemented in the most advanced HR departments. To automate processes, but also to improve the quality of the work performed by the department.
The implementation of AI in HR
Data from an IBM survey tells us that about 66% of the CEOs interviewed considered that AI would play a relevant role in the world of HR and in the relationship with the company’s employees themselves.
The scope of new technologies goes far beyond what we imagine, but already now systems are being implemented to improve HR work.
It can be used for many things: from measuring employee performance to the automated selection of resumes. In other words, it does not replace the work of employees, but optimizes it.
Processing large data streams
If we think about recruiting, it is clear that a lot of time and resources are invested in this area. Every company is looking for the best candidates for its vacancies. And here AI can play an important role. As we mentioned, it can act as a filter for large amounts of data. Some useful functions it can adopt:
- Filter resumes according to predefined parameters, thus saving us a lot of time.
- To make a more rational calendar of job interviews
- Check the validity of the references that appear in a resume.
These three elements mentioned above can already be an exhausting task for a busy HR department. But if properly configured, a program can easily alleviate them, as is already happening in large companies in the industry (Google is an example when it comes to AI).
Another advantage of AI is its ability to learn from observing these large data streams. Otherwise it would not be called Artificial Intelligence. Thus, from a given set of conditions, it can refine its filters and optimize our work even more over time.
Useful for dealing with employees
Logically, if a problem arises in a company with an employee, this problem will be dealt with directly and without the mediation of machines. But there are many simple processes that AI can perform instead of humans, and which have been found to be preferred by employees themselves:
- Requesting vacation through a chatbot
- Requesting payroll-related issues.
Some HR department processes provoke some employee qualm, such as the ones mentioned here. Managing vacation or salary/financial issues with chatbots seems to be a measure that has been very well received where it has been implemented.
AI measures employee performance
Many times, it is difficult to accurately assess the value of an employee’s work. Many companies have started to implement Artificial Intelligence aimed at measuring the performance of their employees.
Thus, it is a program that monitors employees and their objectives / results, integrated with the different tools of the company. In this way, it is possible to know objectively, over time, who may deserve a promotion, and who does not. In turn, it is possible to create a ranking system according to predefined criteria so that the HR department has a detailed view of the performance of its employees.
AI is useful against bias
In many cases, human judgment is clouded. Our deepest beliefs cause us to make mistakes due to a lack of perspective. That’s how biases work. And so an AI can help us avoid them.
We tend to favor what we naturally like and reject what we dislike. In other words, we find it hard to be objective. However, if AI is introduced into a hiring process, it can provide an unbiased perspective from cold data analysis.
If it has been well configured, AI will be immune to biased criteria. So having that kind of filtered data in any hiring process can help us see beyond our personal tastes. And thusmake a betterdecision.
The Getwith case: technical analysis of candidates
At Getwith, candidates take technical challenges that allow them to objectively validate themselves in different programming languages, and thus aspire to job offers with a technical analysis of their skills under their shoulders. This implementation, precisely, allows companies to make better decisions: in addition to knowing the candidate, you see their performance on the table, objectively assessed. This evaluation is carried out through manual and automated processes.
As we can see, the application of programs and filters, artificial intelligence, in our HR departments can have many positive functions. And in addition, it can optimize many processes that are now cumbersome or difficult.