Impact of AI on Human Resources In Covid-19

 

Impact of AI on Human Resources

In Covid-19

Many people around the world have suddenly found themselves working from home due to COVID-19. This rapid transition has had important consequences for HR professionals such as the implementation of new processes, support for remote workers and strategic planning, which has meant that many professionals in the sector do not have time to proactively offer personalized services for employees. Similarly, in an activity that often requires face-to-face contact, recruiting professionals have also had to adapt to unprecedented new challenges.

What experience suggests is that to successfully adapt and strengthen human resources functions in general and recruitment, in particular, companies need to hire more employees to increase their capacity or to bet on automation technology, which achieves that this human support can be considerably reduced.

What automation solutions should HR teams implement?

The trend in human resources departments is to increasingly hire digital employees powered by artificial intelligence, as they can execute tasks independently, while being able to offer employees a personalized and human-like experience. Requests to HR - traditionally filed within a human resource management solution (HRMS) and managed manually by the team - can be completed by interacting with a digital employee via voice or text.

The artificial intelligence used to train digital employees to provide relevant information and perform tasks with limited or no human input benefits both the employee (who can expect a near-instantaneous response 24 hours a day), and those responsible for resources humans (which save a significant amount of time). For example: in traditional work environments, an employee with a human resources request would have to go through the following process: open a new browser tab, open the HRMS web page, log in, and scroll through the system to find the page for your particular request. If the user cannot find the request, send an email or call the HR staff. Similarly, the HR manager. you would have to go through the same process to open the HRMS and manually process the request. Automating this process satisfies the employee by providing instant feedback and allowing HR managers to focus on more complex or sensitive tasks.

Digital employees can also help automate time-consuming HR processes such as on boarding employees, which generally requires HR staff to make more than 10 requests to different departments, such as contacting the IT department. to request the correct equipment or with the security team to organize access to the building. Instead, they could ask the digital clerk to “please incorporate María Dueñas” and the digital clerk would independently complete the multitude of requests. Similar processes can also be automated between departments, such as sick leave, promotions or employee relocations.

 

What types of automation solutions can recruitment teams carry out?

In more traditional settings, the recruiter must log into a system and manually identify the characteristics of the ideal candidates for the position. But with conversational AI, a recruiter can use natural language to "tell" the system what type of candidate they are looking for, for example, "I am looking for a compliance expert with at least five years of experience."

Advanced artificial intelligence systems can even generate questions to further refine your search such as questions related to the province or required languages. Once the search has been created, the system will independently verify numerous candidate databases and specialist websites. As the system already knows the requirements, only the CVs of the most suitable candidates will reach the recruiter's hands.

When it comes to interviews, artificial intelligence software can also design custom questions for the professional skills and experience of the person to be interviewed. This approach helps both the candidate and the recruiter - the candidate has the opportunity to present and discuss their experience and a skill, which in turn helps the recruiter make better, more informed decisions. It can also help reduce unconscious question bias, as AI can be trained to ignore certain information and steer the recruiter away from questions that might have previously exposed candidates to bias.

Many top-tier companies, such as Hilton and Unilever, already rely on artificial intelligence to help HR through the lengthy hiring process - from interviews to résumé selection.

Long term benefits

Human resources involve many routine tasks, which turns this area into an area of ​​process improvement through automation with artificial intelligence. When the human team in this area frees itself from these tasks (usually high volume, but not necessarily high value), they can address more complex individual needs that arise in any company and apply their unique human skills to other projects, such as: creation training programs, building relationships with potential candidates, or updating incentive programs for employees. Automation can help these teams be more productive and ultimately make their jobs more interesting and rewarding.

In the long term, AI will fully automate many tasks, an important step on the road to a hybrid workforce, in which human and digital employees work together to help companies scale their services more quickly with greater productivity and efficiency. As COVID-19 has become a major accelerator of the transformation of work as we knew it, there has been an unprecedented change in people's daily lives simultaneously; creating a world in which millions of people are suddenly working from home, requiring a new way of working for HR professionals in which technology plays a prominent role and in which digital employees have already proven themselves.