Artificial Intelligence, commonly referred to as AI, is a technological tool that enables a computer program to learn, think and act ‘like a human’.  In effect, it helps us to solve problems we may not know how to solve ourselves, by learning from examples and then calculating its own rules. At its core are high-speed computations made possible by complex machine algorithms and the ability to analyze large amounts of data.

Although AI has been around for some time, the awareness of its existence and application is growing.  Both individuals and organizations are coming to a greater understanding of AI and how it can be used in a practical sense in business and in particular HR and the recruitment process.

How does AI impact HR?

AI enables HR departments to automate low value or repetitive types of processes, such as common HR queries, basic benefits management and onboarding.  This then allows HR to focus on more strategic work. More complex tasks, like recruiting talented staff can be enhanced by adding AI into the mix. AI can assist with recruitment and talent management, enhancing the employee experience and processing large amounts of data.

Deloitte’s lead of HR transformation, Richard Coombes, has this to say:

“AI offers a host of new capabilities’ for HR departments, such as decoding video interviews to determine cognitive ability, identifying career options and training managers to improve their leadership skills.  It also gives HR teams the opportunity to offer an always on, personalized concierge type service to their organizations, which otherwise not be viable.”

How is AI being used in practice?

An example of AI in use in HR would be its application in reviewing and culling a large list of job applications, down to a selection of those best qualified for the job, based on pre-set criteria.

One such real life example of how AI is being used in HR was Unilever, who used game-based assessments as part of their recruitment process, along with machine analysis of video-based interviewing. AI was used to pre-test applicants using video interviews, identifying body language and facial expressions based on pre-set criteria. The result was a 90% decrease in the hiring time, thereby significantly reducing cost.

AI adoption

AI is increasingly being adopted by organizations, HR and widely used in the recruitment process, although its application spans into other industries and areas of business. However, there are still some barriers to overcome.  As it is relatively new in the HR arena, the costs are still quite high and organizations need to employ skilled talent who are able to integrate the technology with HR. Considering the type of information gathered by HR, data security is also a huge concern, in terms of combining data with AI.

The adoption of AI in HR is no small task and requires detailed and ongoing analysis and road map for the business. Data is king in this environment, so due diligence to data integrity and maintenance is essential.  AI will do what you ask it to do, so be clear about what patterns you want it to study and act on, based on the pre-set logic.

Using AI with onboarding

The use of AI in in the recruitment cycle and candidate selection can go a step further to include onboarding. Once a candidate is selected for a role and they begin the onboarding process, AI can assist in personalizing their experience. Journeys can be created right from the signing of the contract to keep them engaged all the way through to starting and beyond. The data collected along the way can also be analyzed by AI and used to assist in workforce management and reporting. For example, certain types of employees may require different forms to others.  AI would asses this as part of the onboarding process.

Further applications of AI in the onboarding process could include automated welcome messages, check-list to get them started, new hire campaigns to enhance engagement along the way and elicit feedback.  Likewise, AI can be used in a similar way for the offboarding process

AI and the future of HR

AI-powered technologies are increasingly gaining acceptance worldwide. Most companies have started to feel the importance of AI across departments, especially in Human Resources (HR).

In a survey conducted for the 2022 – State of Employee Onboarding Report, it was found that organizations are leveraging AI and automation in the following areas:

  • 53% – induction and orientation processes
  • 53% – reporting automation in HR
  • 44% – role-specific training
  • 52% – general training
  • 38% – induction process
  • 40% – initial documentation

Summary

All organizations need a robust onboarding process to ensure timely and accurate engagement of their hybrid workforce, regardless of the type of worker. Contingent workers, independent contractors and non full-time workers still need to be onboarded compliantly. Using an Employer of Record service to onboard and manage your workers domestically and globally will ensure compliant engagement and minimize risk.

About CXC

CXC is a global HR outsourcing organization with 30 years of experience in workforce management. Our innovative and cost-effective solutions help companies gain a competitive advantage by improving efficiency while reducing risks

Contact CXC today to start enabling your future workforce

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John Smith

John has over 25 years supporting corporations and human capital management organizations with global contingent workforce management solutions. John is strategist and advisor to companies as they implement global compliant contingent workforce programs. John was recognized in 2021 by The World Staffing Summit as Top 15 Global Staffing Professional, in 2019 named to the Advisory Board of HR.com Free Agent & Contingent Workforce Research Group and by HRO Magazine as a Leading Global Analyst in 2017. John has been a featured speaker on global contractor management and compliance trends at Staffing Industry Analysts Executive Forum, Vietnam / American Chamber of Commerce, HR.com’s Contract Talent Symposium, HRU Seattle & San Diego Forums and Executives Next Practice Conferences. John has held Executive Leadership positions with CXC Global 2010 to present launching CXC’s expansion in the Americas. John previously was a Vice President with CORESTAFF/Guidant Group, Ensemble Workforce...