How Artificial Intelligence (AI) Is Disrupting HR in 2019

Rob Light
Rob Light  |  November 17, 2016

Artificial intelligence (AI) is automating time-consuming tasks that employees do on a daily basis to improve the work processes of employees, and human resource departments are a major benefactor of these automations. 

Soon HR managers will be able to use AI functionality, such as machine learning and natural language processing, to better staff, train, review performance and account for attrition based on AI capabilities. By analyzing employee data, AI will be able to provide valuable predictions and recommendations to HR employees to support decisions that will improve company productivity and culture.

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How AI will revolutionize HR departments

Here are a few processes that will be improved and simplified with the use of artificial intelligence:

Automated hiring process

It is difficult to imagine a machine learning algorithm doing all the hiring for a company, but it can do initial candidate research when job openings arise. By scanning resumes AI algorithms can eliminate unqualified prospects and create a shortlist for an HR representative to comb through. Using natural language processing, the shortlist could be compiled based on specific skills, keywords or employment history and even predict a certain level of culture fit based on those attributes.

Among other processes, an AI platform could schedule interviews by screening the availability of all parties involved. Artificial intelligence may not be able to sit down and personally interview each candidate to determine personality traits or people skills, but it can give insights and recommendations into the hiring strategy and process.

Recommended training methods

With more people data available than ever before, HR managers can learn more about employees than previously possible. Artificial intelligence can analyze the data from employee interactions and use that information to better tailor training sessions to the individual worker. Everyone learns in different ways and has varied skill sets, so allowing employees to learn to the best of their abilities will only improve on-boarding and productivity.

Machine learning will eventually be able to record how well an employee responded to a training based on their performance and, from there, determine the most effective method for future trainings.

Data-driven performance reviews

Artificial intelligence can help eliminate bias from certain performance metrics when needed. If an employee is simply not holding their own within a company, the data will show it and the AI can determine whether or not that employee should remain on the team. Similarly, HR can use productivity measurements to determine manager effectiveness.

While this may seem like a cutthroat style of management, productivity data does not have to be the sole performance measurement to determine an employee's worth, but a supplemental tool to back up decisions.

Predictable turnover and attrition

Human resource departments often deal with turnover and attrition after the employees have already left, but AI could predict such actions before they even take place. Using employee engagement data, whether it be from pulse surveys, brand advocacy or performance gamification, artificial intelligence could determine an employee's level of interest and give a prediction on whether they are trying to change positions. This would allow HR managers to account for potential job openings and preemptively hire new workers to more smoothly transition workflow.

Next steps incorporating machine learning into your human capital management

These artificial intelligence-driven processes may seem abstract, but they are becoming more and more of a reality as machine and deep learning continues to grow into business applications. Increasingly, by automating certain tasks HR products will become intelligent applications with embedded AI capabilities to better assist HR departments. Ultimately, AI will allow human resource teams to increase the quality of company culture, training and overall performance.

Learn more about HR trends revolutionizing businesses in 2019

Rob Light

Rob Light

Rob Light is a Research Principal focusing on artificial intelligence, big data, and analytics categories at G2 Crowd. Additionally, Rob focuses heavily on enterprise technology vendors across all software categories. He started working at the Crowd in the Fall of 2015 after two years of teaching English in Spain and a brief stint in the customer service world. In his free time, Rob enjoys watching as many films as possible and even dabbles in some amateur screenwriting.