Artificial Intelligence (AI) is transforming the world of work, and HR is no exception. One of the most exciting developments in the world of HR is the emergence of chatbots, such as ChatGPT and Bard, which can revolutionise the way we interact with employees and job candidates.
In a recent poll of People Management's LinkedIn followers, it found the sector is curious about adopting AI solutions, with a third of HR professionals wanting to use ChatGPT at work. The LinkedIn poll, which ran from 10-17 March and garnered more than 1,000 votes, found that just under one fifth (17 per cent) of HR professionals have used the chatbot app for HR tasks, while 20 per cent have used it for “something else” at work. However, a third (30 per cent) of respondents said they haven’t used it – for HR tasks or otherwise – and don’t plan to in the future.
In this article, we'll take a look at the impact of AI on various aspects of HR and explore some of the ways in which AI is changing the way we work.
Generating Job Descriptions -
AI can generate job descriptions based on specific requirements such as job title, job duties, required qualifications, and other relevant information. HR professionals can provide chatbots with the necessary information, which will then be generated into a draft job description that they can edit and refine. It can even tailor the job description to a particular company or sector. Chatbots can also provide guidance on the language and tone to use in job descriptions to make them more engaging and appealing to potential candidates.
Candidate Screening -
One of the most time-consuming tasks in recruitment is screening job applications. AI can help to automate this process by using natural language processing to identify keywords and phrases that match the job requirements. Potential biases will need to be considered, such as race, age, and gender bias. We have explored potential gender bias in more detail below.
Removing Gender Indicators - Chatbots can be programmed to remove any gender indicators from the job application it receives, such as name, gender pronouns, or any other information that could reveal the applicant's gender.
Using Gender-Neutral Language - AI can be programmed to use gender-neutral language in all of it's interactions with job applicants. This ensures that the language used in the screening process is not biased towards any particular gender.
Regularly Monitoring Performance - Performance can be regularly monitored to ensure that the programme is not producing any biased outcomes. This can include analysing the results of the screening process to ensure that there are no significant differences in the outcomes between genders, as well as comparing them to the demographics of the applicant pool.
Employee Onboarding -
Another area where AI can make a significant impact is employee onboarding. Chatbots can be used to provide new employees with an efficient and personalised onboarding experience. It can be used to answer frequently asked questions about the company, job and the onboarding process.
AI can also be used to provide automated training to new employees - this can include videos, articles, and interactive content that helps new employees learn about the company and job. This can be particularly useful for remote onboarding, where new employees may not have access to in-person training.
Employee Engagement -
Chatbots can also be used to improve employee engagement by providing employees with personalised support and guidance. ChatGPT can be programmed to answer common HR questions, such as those related to benefits, time off, and company policies. This can help to reduce the workload of HR professionals and ensure that employees have access to the information they need when they need it.
Performance Management -
Chatbots can also be used to support performance management by providing employees with real-time feedback and coaching. ChatGPT can be programmed to analyse data from performance reviews, surveys, and other sources to identify areas where employees need to improve. This can help to create a culture of continuous improvement and help employees to develop their skills and abilities.
Predictive Analytics -
Finally, ChatGPT can be used to analyse large amounts of data to identify patterns and trends that can inform HR decision-making. This can help to identify issues such as turnover, absenteeism, and low engagement before they become major problems. Predictive analytics can also be used to identify high-potential employees and develop talent management strategies to retain and develop them.
Whilst AI can provide many benefits within the workplace, it's important to also consider the potential negative impact of AI on HR as well. It's important to recognise that it's not a panacea, and there are several potential risks and challenges associated with its use in HR. Here are some of the main ones to keep in mind:
Bias and Discrimination -
One of the most significant risks associated with AI in HR is bias and discrimination. AI systems can perpetuate and even amplify human biases, such as those related to race, gender, and age, if they are not designed and trained carefully. This can result in unfair and discriminatory practices that harm individuals and damage the reputation of the organisation.
Job Displacement -
Another potential negative impact of AI on HR is job displacement. As AI and automation become more prevalent in the workplace, some jobs may become redundant or unnecessary, leading to job losses and disruption for employees. This can create anxiety and uncertainty for workers and may require organisations to invest in reskilling and training programs to help employees adapt to the changing nature of work.
Lack of Human Interaction -
AI systems can also create a lack of human interaction, which can have negative consequences for employee well-being and engagement. While chatbots can provide helpful support and guidance, they cannot replace the value of face-to-face interactions with HR professionals.
Privacy and Security -
Finally, AI systems can also pose risks to employee privacy and security. As these systems collect and analyse large amounts of data, there is a risk that this data could be misused or hacked, leading to breaches of confidentiality and loss of sensitive information. Organisations need to take steps to ensure that their AI systems are secure and that employee data is protected at all times.
In conclusion, ChatGPT and other chatbots are changing the way we work in HR. By automating tasks such as candidate screening, providing personalised support and guidance to employees, and analysing data to inform decision-making, AI is helping to make HR more efficient, effective, and strategic. As AI continues to develop, it is likely that ChatGPT and other chatbots will become even more sophisticated, enabling HR professionals to focus on the tasks that require human expertise and judgement.
However, while AI can provide many benefits to HR, it's important to recognise the potential negative impacts as well. By being aware of these risks and challenges, organisations can take steps to mitigate them and ensure that their AI systems are used in a responsible and ethical manner that benefits employees and the organisation as a whole.Back to the lastest news