AI for HR News

How AI Agents Will Affect Human Resources

Today's workplace is influenced more than ever by technology, and many human resource professionals are exploring how AI agents might support the operations of their departments. These tools aren't intended to replace the humans in HR; rather, they're supposed to help the humans with the kinds of tasks that require speed, data processing, and timely and consistent follow-up. In the following few paragraphs, we'll see how AI might enhance recruiting, onboarding, training, and administrative tasks—all with an eye toward employee engagement.

Recruitment

It is vital to recruit the right people, and AI agents can simplify many aspects of the process. When a job opening is posted, AI tools can promptly review resumes to target candidates with the skills and experience that match the job requirements. By automating this initial screening, HR teams save time and decrease the likelihood of missing well-qualified candidates. AI can also manage candidate communications. Following up and handling initial inquiries are excellent opportunities for chatbots, freeing up HR personnel to work on more important tasks—like making the actual hiring decision.

Onboarding

The onboarding process can be intricate and occasionally daunting for new employees. AI agents can assist in this transition by offering organized, day-one support. Consider the situation of the newly hired: Instead of a human resource staff member sending a welcome message (likely already sent by e-mail), an artificial intelligence system might send an automated yet personalized message to the new hire. Consider also the tasks the new hire must complete almost simultaneously if the process is to flow smoothly. The AI system could easily handle setting messages to be sent at the appropriate times, as well as digital checklists of mandatory items that new employees need to complete in order to be working (legally and properly) with all systems and structures in place.

Training

Continuous learning is a must in today’s ever-shifting job market, and AI agents can be key in tailoring what we call training journeys. The training journey we devise for each employee used to be based on knowing certain things about them (e.g., their role, how long they’d been in the company). But now, thanks to AI, we can do even better. The system looks at performance data—for all kinds of things—to understand how to more precisely align training with not just the average employee for that role but also with the specific individual. And it uses that data to do the kinds of things with performance and role data that humans just can't do at scale.

Day-to-Day Administrative Tasks 

The duties of HR often comprise tedious administrative tasks that demand a great deal of attention yet offer little engagement, such as:

• Scheduling interviews

• Managing employee records

• Processing benefits

• Generating reports

These are the types of tasks well-suited for AI. Most require little intelligence but a lot of imposition and constancy. Doing incorrectly could lead to serious inconveniences for all the employees concerned. Employee Engagement Preserving a work climate in which employees feel engaged is crucial for an environment where people come to work every day and feel motivated to give their best. AI can help with this —well, at least it can try.

Giving Feedback: One of the most important aspects of ensuring workplaces are virtually accessible is that employees feel safe communicating with upper management and are inspired to do so. AI can help facilitate this by making it easy, fast, and efficient for everyone involved to have a conversation. Digital surveys powered by AI can now quickly and effortlessly collect employee opinions regarding just about anything. And then, of course, there are all those emails.

Ethical Considerations and Transparency

The use of AI in human resources is growing, and with it comes a need for something that's sometimes in short supply in the tech world: ethics. Employees need to know not just that their company is using AI, but how and why, especially when it comes to tools that could dramatically affect job candidates or current employees, like performance review systems. Accessible, clear info about what's being done with all those gigabytes of data, and what's being done to keep it safe, is very important to building trust. There's no doubt that AI can be used in helpful, productive ways. But using it as a kind of super calculator to make decisions that humans should make, can't or shouldn't do.

Balancing Technology with Human Judgment

AI agents are best viewed as partners; they do not replace humans, and they do not do the kinds of things that humans do best. They handle the dull, data-heavy work that makes our work in human resources less enjoyable and more time-consuming. Even if AI could quickly identify several promising candidates, HR managers must still find the time to conduct the sorts of interviews necessary to assess a candidate's fit at a much deeper level and for a much longer period than any AI could hope to. Similarly, even if AI could signal the perfect time for each employee to receive a personalized upgrade of their capabilities via a training program, humans must ensure that the technologies and the insights they provide are aligned with the kinds of overarching, coherent, and scalable strategies that ensure a business operates more like a well-tuned piano and less like a band's jam session.

AI agents provide real opportunities to lend a hand to the many HR functions that exist today. They assist with identification of the talent, help make the onboarding process smoother, and many times assist with customizing training and the experience between the employee and HR for strategic tasks. They take on the many mundane chores that are required and free up office time for HR staff to tend to more vital tasks. In the HR world, retaining any human touch in an otherwise employee-involved equation remains to be seen. AI agents could help here.

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