The Human Resource(HR) department plays a vital role in every organization. They are responsible for taking care of the workforce. Current HR processes are still following semi-automated culture for executing their tasks. Considering the recruitment case, they search for various job portals for posting the vacancy details for the particular post and its related qualification. They also look for previous applicants’ records to find if anyone is suitable for the vacant position. Most of the time is usually spent making calls, viewing responses on the job portals, and accordingly, make the list of candidates to conduct further interview process.
All such procedures require much time for the HR members, and they have to work by paying complete attentiveness to recruit the right candidate. If they fail to do so, then it affects the working culture of the whole office. Instead of helping the company grow faster, they consume much of the department’s time for shaping him to work according to the company requirement.
From an applicant’s point of view, they do not find much advancement in the respective company premises concerning technology. For example, I was invited to the office premises for an interview with an IT company. When I reached there, I was given a list of papers to fill in the details and started the interview process by taking various written tests. The in-person interview process was done on a different day after successfully completing the written test. I had to go to another office to meet the respective person to complete the interview process’s last stage.
All such process is time-consuming for HR and the applicant too as they conduct the process using a manual approach. If completing the recruiting process takes so much effort and time, then one can only imagine how much time it will need for the whole ‘ People Management’ process.
How can AI help in this aspect?
Upgrades Recruitment Process
Recruiting the right candidate is essential for every company. It is a time-consuming task to find the most appropriate candidate. AI can help in upgrading the process. The software can post the vacancy details on multiple channels to find the best talent. It can also find the best candidate as per the post’s required qualification by evaluating their resumes. The development of chatbots makes the process even easier by answering the applicant’s queries.
However, the candidate may also feel lacking human efforts in the hiring process. This is because chatbots are ultimately software only, and cannot understand human emotion. Many applicants do not find this a suitable approach and reduce their interest in working in the company. A situation may occur when the candidate gets rejected just because they used a different resume format. If the scanner fails to match it with the prescribed format, it loses the right candidate.
Hence, there might be a chance where the system unknowingly becomes bias with the job applicants. AI captures the pattern of the data, and if it finds dominating culture towards a particular gender, religion, and name, it follows that pattern in conducting the hiring process.
To avoid such cases, HR has to think about all the aspects of the process. They have to implement the system in such a manner that it gives the result by concerning only the applicant’s capabilities and not any other factors. They should also be apparent where such automation is required and implement it in that sector only to preserve the candidate’s interest with the company.
Enhances Learning Platform
HR has to make a continuous effort to train employees about new procedures, tools, and programs as per their role in the company. At regular intervals, it is necessary to conduct such training sessions to work as per the advancement that occurs in the world. AI develops an effective learning platform that provided fruitful training to the workforce.
The system detects every employee’s talent and job profile and, according to that report, offers training sessions. It will customize an employee’s E-learning platforms. After successfully assigning the respective training program, it schedules their sessions. As employees start training, the system will begin evaluating the process daily to ensure they effectively complete the learning process.
On the other hand, adopting such processes will affect human relations. If you continuously attempt such training sessions, then employees will lose connectivity with co-employees. This effect is more severe when the employees are working in a team.
HR should take care that the virtual world does not inappropriately affect the organization’s interactive working culture. They must enhance their employees’ skills to help them differentiate between increasing technology usage and decreasing human value among the workforce.
Improves Decision Making Capabilities
In this competitive market, it becomes more difficult for HR to make appropriate decisions considering all the aspects. AI helps HR in improving diagnosis capability based on actual time. The HR department is responsible for handling the workforce’s well-being mentally and emotionally.
The AI-based system finds employee’s moods and decides whether there is a need to take a break to start the work again in a refreshed perspective. It also determines the workforce behaviour based on their tone and passes the same to the team to take necessary steps to avoid any future harm.
A survey also says that AI can improve the decision-making approach and reduce their manual working burden.
There is enormous advancement in AI, but many businesses may suffer from difficulties implementing such a system in their office. The issue may include talent requirement, investment, and mindset of following the traditional approach.
It is necessary to make practical efforts to upgrade their thinking about AI technology by developing various interactive platforms. It will help them get out of the biased decision-making culture and work based on the situation’s actuality.
Future Of HRTech
Next coming years will bring more revolution in the HR functionalities for meeting the workforce and business needs. They will include the use of modernizing technology, starting from cloud services to intelligent automation. Workforce analytics will shortly have in the HR functionalities to better handle the business and look in-depth the employees need and etiquette.
Consider the case of predictive analytics; HR will get to know about individual workforce patterns that will help him determine their future concern with the company. It also helps them make a preliminary retention plan if they find any employee will leave the office shortly.
The concept is already available in the market, but most of the company has not adopted it yet. However, the coming years are the right time to take advantage of such functionality at your fingerprint.
Think beyond the traditional way of looking at the work culture and learn about this new concept to give the working environment a new vision for handling the HR functions more effectively.
Shubham Joshi is an experienced content marketer at FactoHR. Passionate about training and development programs, he is always ready to help colleagues and customers by representing concrete ideas and methodology. Beyond work, he is well-equipped with problem-solving abilities.
Disclaimer: This article was written by a contributor. All content is written by and reflects the personal perspective of the writer. If you’d like to contribute, you can apply here.