5 Ways AI Is Revolutionizing the HR Industry

Artificial intelligence (AI) is a set of technologies developed to make people's lives easier. Through machine learning and data analysis, it can facilitate processes, make predictions and drive better decisions. 

Companies are increasingly turning to AI to improve and refine their operations, with over half using AI for customer service support, and a quarter using it for recruiting and talent acquisition. When integrating AI into the human resources (HR) department, the relationship between recruiters and candidates is transformed. Also, it facilitates the management of employees and practices in general within an organization. 

AI simplifies and automates talent search, from the selection process to the onboarding of new employees. It also helps to accurately calculate payroll, track clocking in and out, and improve collaboration between the HR department and the rest of the organization. 

Although adopting AI helps save costs, many business owners and CEOs still shy away from fully integrating it into their organizations, thinking it will harm their operations. Technology will never completely replace human talent, that's a fact, but it can help you do your job better. Therefore, here are five ways AI is revolutionizing the HR industry.

5 ways AI is revolutionizing the HR industry

1.   Speeds up the hiring process

When integrating an AI tool for talent recruitment, tasks such as vacancy design and sharing, profile selection, and applicant communication management can be automated. Outsourcing these tedious and repetitive tasks means more focus on the things that humans do best and less time wasted on things machines do more efficiently.

To choose the profiles that meet the vacancy's requirements, these AI tools allow you to apply filters that help you find the best candidates based on their knowledge, soft and hard skills, and experience. 

At the end of the recruitment process, recruiters will decide who joins their teams based on the data provided by these software solutions. However, by using AI solutions, they will have saved both time and resources to focus on other essential aspects of this area.

2. 
   

     Optimizes candidate and recruiter experience

In addition to streamlining the hiring process, artificial intelligence optimizes the candidate and recruiter experience, as both can use the same platform to share files, see at which step of the recruitment process candidates are, if they are missing any documents or procedures, and even arrange a meeting to evaluate the aspirants to fill a vacancy. 

A shared space prevents losing emails with valuable information or not reviewing them on time. Thus, the hiring process becomes more orderly and improves communication with applicants, which in turn gives an image of trust from the company to the candidate (remember that when an employee trusts your company, they generate a sense of belonging to it, so it will be more difficult that, after being hired, they decide to leave the organization).

Also, with the appropriate filters, candidate and employee software solutions help eliminate any biases hindering talent acquisition, such as gender, age, origin, sexual orientation and gender identity of applicants. In this way, technological solutions even help to build more diverse work environments.

3. 
   

     Streamlines employee onboarding

When you have artificial intelligence tools in your HR department, onboarding new employees is also less complicated, as these software solutions automate the sending and receiving job offers, contracts, and even the prospective employee's work tools, like shipping a computer or a welcome kit to the new hires. 

Additionally, with the increase of global talent recruitment through international PEO / EOR service providers, third parties who are responsible for finding, hiring and managing employees in accordance with local regulations, HR departments need technology solutions that make it easier to onboard and coordinate employees regardless of location or time zone. 

By seamlessly onboarding new team members, department heads can quickly establish relationships with their employees, initiate projects between new workers and other members of their pool, share company values, assign initial tasks, review them, and work toward achieving the organization's goals.

4. 
   

     Better employee management

After finding the most competent candidates to fill a position within the organization, the HR department must take care of employee management, such as handling payroll, schedules, vacations, insurance, work permits, and any requirements indicated by local labor and tax regulations. 

Administrative activities, especially repetitive ones, can be time-consuming and tedious, taking away focus from more essential tasks, such as creating continuous improvement projects, training, coordination between different areas, and more. Let humans do what they do best and let the machines do what they do best.

Thus, when the HR department uses any IA tool for personnel administration, it allows its members to focus on the core business, improve its processes of linking the different areas that make up the company, and better link the organization with the outside world.

5. 
   

     Improves decision making

AI has also revolutionized the human resources department in decision-making, hiring and onboarding processes, personnel management, and training.

Through rigorous data analysis, metrics can be obtained to help identify the participation of candidates when a vacancy is posted, how long it took to find the professional who joined the organization, and the cost of the entire process, for example.

These patterns, therefore, help the HR department evaluate the effectiveness of recruitment strategies and processes, recognize risks, and make better decisions to ensure better results.

How to choose the best AI tools for your HR department

When choosing the best AI solutions for the HR department, don't forget to look for those that:

• Easily integrate with the tools you already have in the HR department and elsewhere

• Have a margin of error

• Are user-friendly and intuitive. 

• Have support or training services and can be customized to your needs.