Transforming HR: Three Ways AI Is Becoming Mainstream
As the utility of AI continues to expand, HR practitioners seek to better understand not only how AI works but, more importantly, how to effectively put it to work for them. Predictive algorithms are transforming recruiting and biometrics are simplifying onboarding. Whether your company is considering the benefits of IoT, gamification, or biometrics, you can put AI to work to best benefit your needs.
1. Productivity Boost & Individualized Experiences
The benefits of integrating AI and IoT into your company’s culture are unparalleled to any of the technological upgrades of the past. AI tracks employees’ moods, reports on their wellbeing, and calculates peak environments for productivity. Rather than worrying that AI will dehumanize the work environment, companies need to consider how AI will customize programs and personalize the work experience based on the individual needs of each employee.
Deloitte reported that one company experienced an 80% increase in productivity after implementing analytical models and IoT devices that predicted downtime. The “quantified employee” will offer extensive data on the state of your employees’ happiness and behaviors. If fully integrated, this technology could drastically impact how we view workdays and workspaces.
2. Reimagined Recruiting & Diversity
One study projected that hiring managers spend up to 23 hours sorting through resumes just to make a single hire. When the cost of hiring can top $10K, choosing the right employee the first time is integral to your company’s bottom line. AI has stepped into that conversation by modernizing the search for ideal candidates. Headstart, for example, reduces the time spent on recruitment by 70%. Headstart App combines psychometric testing with algorithmic analysis to match a candidate to company culture. This remedy the reliance on filters and keywords.
This technology is also instrumental in overcoming unconscious bias in hiring. Talent Sonar’s machine-learning algorithms analyze and rewrite job descriptions that are gender neutral, creating structured interviews and masking applicants’ personal identifiers. Safe from unintentional gender bias, candidates will all have an equal opportunity based on their skills and experience levels.
3. The Candidate Experience & Reclaimed Time
The best HR teams have a finger on the pulse of every piece of the company they serve. The reality is that the less time spent on responsibilities that could be automated, the more time can be spent on truly focusing on the human responsibilities of your HR team. Automating the mundane tasks allows your team to reclaim their time so they can reinvest in the candidate experience, which TechCrunch predicts is one of the most important facets of an employee’s work experience.
The candidate experience is a reflection of your company’s brand, and it begins during the talent attraction and sourcing phases. Much like AI will streamline daily tasks, it will also modernize our interactions with potential talent. With tech like Fama, hiring managers can pinpoint the specific criteria upon which an applicant will be judged. It will remedy the long wait times after submitting a resume. It has already simplified the background screening process, which cuts onboarding times down. AI will have every recruiting system working seamlessly together, transforming the ways we search, engage, and qualify candidates.
It’s an exciting time to be in the HR sphere. AI—and all the technology that branches off of it—will find a place in your company. Due to its practical success, it’s inevitable that this technology will make its way to your office. This inevitability changes the conversation from if to why, and it’s a resourceful HR manager’s duty to determine the goals they have in order to source the best uses.
Still looking for tips to improve your background screening and HR processes? Check out the 4 HR Tools That Save Your Team Time.
This article originally appeared on HR.com.
About Tammy Cohen
Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record. To learn more about Tammy, visit www.tammycohen.com.
InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit www.InfoMart-USA.com, follow @InfoMartUSA, or call (770) 984-2727.