6 Changes AI Will Bring to Your HR Process
Success is preceded by risk. Managers will need to discern and forecast the right technology for meeting the current and future needs of their organizations. Ultimately, the technology a business deploys needs to align with achieving core business objectives—increased revenue, customers satisfaction, and market share.
Whether it is IoT, gamification, or biometrics – each company has individual needs.
Here are the ways in which artificial intelligence will impact your workforce and the complexities to consider while integrating them into your HR processes.
AI’s Impact on Productivity
1. The Quantified Employee
AI will streamline data entry procedures, track employees’ moods, and map the physical movements of hands and bodies to scientifically configure the most productive day for each employee. Once fully integrated, the analytics are put into motion and the productivity of an employee and a workforce will drastically change what we now define as a “workday.” The “quantified employee” will streamline daily tasks. Deloitte reported an 80% increase in productivity after installing IoT devices and analytical models that predicted downtime among employees.
2. Strengthened, Streamlined Recruitment
Incorporating AI technology into recruitment modernizes and enhances the search for an ideal candidate. Headstart App combines psychometric testing with algorithmic analysis to match a job candidate to a company’s culture. No longer will you need to filter your search and select the perfect keywords and phrases; artificial intelligence can find your culturally matched best applicants.
3. Time to Create a Quality Workforce
I believe AI and IoT won’t replace HR professionals. Rather, the modern HR department will have a further reach and deeper involvement in the organization. JetBlue evaluated over 125,000 applicants for flight attendants against eight historically used traits. “Nice” was one of those traits, but after analyzing customer feedback, they found that “nice” wasn’t what customers were looking for. Instead, “helpful” was the quality favored by customers. With this additional information, HR was able to identify an integral element of employee training and change hiring criteria. The reality is that the less time spent on responsibilities that could be automated, the more time can be spent on Human Resources.
The Complexities of AI in HR
4. HR Reduced to Numbers
A great concern right now is the loss of the “human element” in “human resources.” AI requires connectivity, and what isn’t connected to a computer still falls squarely on the shoulders of HR. A computer can’t sense animosity between a manager and employee or overhear a worrisome conversation in the break room. AI will free up time for HR to invest in providing the “human” touch to their workforce in ways a spreadsheet cannot.
5. The Unidentified Candidate
AI is built upon machines learning and mirroring past patterns to develop your own personal “thinking” system. AI will always choose an applicant that best fits the algorithm, but a human eye is required to move beyond that. What AI cannot do is identify the unique characteristics of an applicant who is worth taking a chance on.
6. Risks and Regulations
Like with all policies and processes in HR, careful consideration of legal implications and compliance should always have a role in deciding your path. Regulations will arise as AI slowly infiltrates HCM systems. When possibilities are endless, the risks are as well.
AI in HR is inevitable
The productivity of AI technology outweighs the complex issues that may negatively stall enterprise adoption. Staying aware and keeping abreast of changes to the artificial intelligence landscape will ensure your team is embracing the productivity of AI and have a knowledge of the complexity.
Have you discovered how AI and biometrics can streamline your onboarding process? Join me and InfoMart at booth 205 at the KNOW Identity Conference in Washington, D.C., March 26th to the 28th to demo ASAP ID, the latest in modernized background screening technology.
This article originally appeared on BenefitsPRO.
About Tammy Cohen
Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart over 28 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 over 28 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 National Association of Professional Background Screeners, and they have achieved NAPBS 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 40 industry awards. To Get the Whole Story on InfoMart, please visit www.infomart-usa.com, follow @InfoMartUSA, or call (770) 984-2727.