As the reach of Artificial Intelligence (AI) expands, some fear that hyper-automation could result in widespread job loss. So, what are the impacts of this on the future of Human Resources? How many HR jobs have been replaced by AI? Let’s figure it out in the article below!
At large enterprises, recruiters usually receive around 2000 to 3000 CVs for every recruiting position. And it is common that a recruiter spends lots of working hours on resume screening to find out the best-fit talents. This is expected to consume a significant amount of staff time, yet it cannot be automated using simple business rules. Simple business rules would be incapable of capturing the intricacies of what constitutes a best-fit candidate, the qualifying criteria you seek, and how previous recruiting decisions influence the screening process.
This is where artificial intelligence comes in. An AI engine learns from your hiring history, assesses the company culture, and ranks candidates based on their fit. But keep in mind that it is your responsibility as a recruiter to ensure that AI is doing its job and not, for example, promoting prejudiced hiring practices.
2. Automated Employee engagement surveys
Employee engagement surveys are another HR activity that requires both manual and mental work. To effectively assess the engagement rate, after data collection, HR executives need to analyze then give recommendations based on those data. However, these days, HR can use an AI chatbot to ask staff questions, record their responses, and then analyze them for insights. It would save HR hundreds of hours each year while also raising employee engagement rates.
AI might automate employee engagement survey duties including distribution through different channels and follow-up with employees. You might also devote more time to evaluating the responses and developing a customized employee experience strategy for your team.
3. Workforce scheduling
Scheduling a large field workforce, contingent staff, or a remote team is always a difficult task. Traditional workforce scheduling relies on spreadsheets, to-do lists, and employee availability forms to function. However, this frequently results in a trial-and-error approach, especially when job quantities increase or there is an unexpected shift in employee availability. As a result, time and money are wasted to support
AI completely changes this by optimizing your labor potential. It may generate timetables based on employee preferences while also monitoring labor law compliance. Furthermore, HR does not need to manually change schedules because the AI engine can configure the schedules and give notifications anytime new data is received.
4. Pre-hire assessment
Prior to conducting interviews with the business team, the HR team must carefully examine each candidate. This stage of the hiring process is especially important for mid- to senior-level hires. However, it takes a significant amount of time, and HR frequently needs to work around busy candidate calendars to schedule an interview.
Here comes AI-powered video analysis. This enables candidates to record a video at their leisure and share it with recruiters, with AI analyzing video data to determine work style, cooperation potential, and overall cognitive capacity. While a human manager performs the final interview, AI can handle pre-hire assessments.
Will AI totally replace all HR tasks in the future?
Experts say that AI will never completely replace humans because it lacks crucial characteristics such as common sense, creativity, and the capacity to strategize and communicate effectively. HR will be able to outsource a considerable amount of process-based duties (both manual and cognitive) and cognitive decision-making in the future. Instead of a restricted focus on the efficiency of existing procedures, the future of HR will revolve on a whole-new set of priorities, such as selecting the proper workplace technologies and establishing the employer brand.