Artificial Intelligence and it’s impact on HR
15th May 2019
These days when people talk about HR and Recruitment, the discussion rarely misses the mention of Artificial Intelligence. In fact, the terms “Artificial Intelligence” (AI), “Machine Learning” (ML) and “Predictive Analytics” are hot buzzwords right now … but what do they really mean and how are they different?
In this article we will not only clarify what each of these terms mean, but will also give you a clear understanding of what effects they can have on HR & the recruitment landscape.
Artificial Intelligence (AI) can be defined as the theory and development of computer systems that are able to perform tasks normally requiring human intelligence, such as visual perception, speech recognition, decision-making, and translation between languages. Virtual personal assistants, such as Apple’s Siri, Amazon’s Alexa and Googles DeepMind are examples of Artificial Intelligence.
Machine learning is a subset of AI. Machine Learning is the ability of machines/computer-systems to learn on their own without being explicitly programmed. It is an application of AI that provides systems with the ability to automatically learn, adapt and improve from experience. The core concept here is that the machine/software takes in data, processes it and learns from the data.
Predictive analytics involves looking at existing data (i.e. what is already known) and uses it to make an accurate guess at something which will happen in the future (i.e. prediction). Predictive analytics relies on human interaction to get the job done, making it more suitable when less data is available. On the other hand, Machine learning is more useful when the system can learn from big data.
USE OF MACHINE LEARNING VS. PREDICTIVE ANALYTICS
For more clarification, here are some examples of Machine Learning and Predictive Analytics in recruitment:
(i) Suppose we are hiring for a very common role for which we have a lot of data, cases are available and the system has been used for those positions previously. In this case, Machine Learning can ensure that the system learns from the data and provide good recommendations / matches for the position.
(ii) Now consider a situation when we are hiring for a role which has fewer records of previous hiring and employment metrics on a global basis. There isn’t much data which, in turn, makes learning difficult.
Here, predictive analytics will be helpful as it uses human interaction to keep it on track. In this case, some parameters will be manually included based on the current requirement at hand. This is where predictive analytics shows its worth.
BENEFITS OF AI FOR HR AND RECRUITMENT
Artificial Intelligence can help HR and their recruitment efforts in several ways:
Most of the repetitive tasks can be automated using AI. As a result, tasks can be done on a larger scale with fewer errors in a timely manner.
For e.g. communicating the status of a candidate’s application can be automated and whenever the status changes, this information can be relayed to the candidate through an automated procedure.
An AI based system can help source candidates for a vacant position by analysing and matching the job requirement with the talent available in the market.
It will result in better and more efficient sourcing.
Human Biases which may unintentionally creep in during the hiring process, may be controlled through AI.
When an AI based system is used in sourcing, it does not consider biases related to gender, religion, ethnicity, etc. It provides recommendations/results only on the basis of merit and job requirement suitability.
REDUCED ADMINISTRATIVE LOAD
The automation of repetitive tasks will remove the administrative load from the HR team. A big relief!
TIME TO FOCUS ON STRATEGIC INITIATIVES
Once the repetitive HR and recruitment tasks are handled through AI based automation, the HR Team can focus on the tasks which are strategic, high value and those needing the human touch.
Recruiters and HR managers will get the opportunity to focus on work such as connecting with top talent and providing a more personalised interview experience.
QUALITY OF RECRUITS
Removal of bias and effective sourcing will result in improving the quality of hires and the organisation’s overall time to hire.
As explored in this article, AI can add tremendous value to an organisation’s talent acquisition process and empower HR professionals to get more done in an accurate and efficient manner.
The true power of AI becomes apparent when paired with human utilisation. The greatest benefit AI offers isn’t that of replacing a workforce, but rather augmenting the workforce to enhance their capability.