How can artificial intelligence support human resources?

With AI spreading across many industries, ratings firm Hogan has investigated the potential impact of using AI technology in recruitment.

Artificial intelligence promises to make work easier, faster and more objective. Meanwhile, many companies have had the time and opportunity to learn about this automation. Or to incorporate them into their daily routine. The question remains: Has Amnesty International been able to deliver on these promises? Hogan Ratings, a provider of personality assessment and leadership consulting services to businesses, analyzed the successes and drawbacks of artificial intelligence in human resource operations to determine the technology’s usefulness for long-term recruiting.

Recruitment design efficiency

One of the most important challenges in human resources is making the recruitment process efficient. Recruitment processes can take a long time. According to the Society for Human Resource Management’s Talent Acquisition Measurement Report, the average time to fill a job is 26 days. Research into the factors behind this average rate of employment—such as an organization’s internal approval system or candidate screening—shows up various reasons. “The most important reason is the reactive approach adopted by the majority of organizations. They usually interact with past events rather than strategically prepare for the future,” analyzes Dr. Ren Sherman, chief science officer Hogan Reviews.

Therefore, the use of AI in recruitment can increase the organization’s ability to quickly find the right people. Helping Human Resources identify candidates with the skills and experience they need. In addition, the AI ​​can suggest jobs to potential applicants and even predict the job performance of interviewed applicants. Artificial intelligence can also be a strategic ally. Because it has the potential to support hiring managers by creating a more engaging candidate experience. They can also be used to avoid personal biases (by collecting data from previous employees in similar roles) and to prepare specific job interview questions,” explains Dr. Sherman.

The other side of the coin

Artificial intelligence provides a lot of potential for HR departments. However, one must be aware of the potential risks and potential dilemmas that businesses can face. That is, if they decide to integrate this technology in a more comprehensive way into their HR processes. A problem that has long plagued recruiting and hiring is bias. AI systems based on biased recruiting and hiring practices of the past perpetuate, and even exacerbate, those same biases. Extensive testing with different target groups and constant monitoring of selection rates is critical to ensuring that new AI systems do not adopt and perpetuate these old biases.

AI tools lack transparency

Another problem with many AI tools is their lack of transparency. First, AI is often poorly understood by non-technical individuals, creating the sense that a computer system is making important decisions in arbitrary and unknown ways. Second, sometimes even the most technically savvy AI developer can’t explain how the AI ​​system works or how relevant its functionality is to the job. We must not take these concerns lightly. Dr. explains. Sherman

However, one promising aspect of this technology concerns personality assessments. Obviously, some elements of AI are very useful because they allow for scalability, speed, or even cost savings. For example, personality assessments that use machine learning to perform job-specific tasks and are based on solid scientific research could incrementally improve traditional assessments.” Sherman

Hogan Reviews is a personality trait analysis provider, providing valid and reliable personality assessments backed by decades of research. More than 75 percent of Fortune 500 companies use Hogan’s staffing and development solutions. It aims to hire the right talent, increase productivity, reduce employee turnover, and promote diversity and inclusion. Follow Favorite

Also read: Artificial Intelligence: Six Workplace Trends for 2023