Artificial Intelligence (AI) is transforming many sectors, and Human Resources (HR) is no exception. By 2024, AI is already well integrated into our professional lives, offering significant opportunities for companies. However, its adoption requires a thoughtful approach to avoid certain pitfalls. Here is a guide to help you get started on how to effectively use AI in HR.
Before diving into AI, it is crucial to assess the specific needs of your company. Which HR processes could benefit from automation or predictive analysis? For example, CV sorting, candidate skill assessment, or talent management. According to a McKinsey study, a company with 500 employees reduced CV sorting time by 50% using an AI solution (Source: McKinsey, 2023). This step is essential to understand how to effectively use AI in HR.
There are a multitude of AI tools for HR. Among the most popular in 2024 are candidate tracking systems, skill assessment and career projection tools, and predictive analysis tools for evaluating employee performance and engagement. According to a Deloitte report, companies using AI-based ATSs have seen a 35% increase in recruitment efficiency (Source: Deloitte, 2023). These tools are indispensable for effectively using AI in HR.
Adopting AI requires adequate training for HR teams. It is essential to raise awareness among employees about the benefits and limitations of AI, as well as ethical and data protection issues. For example, a company organised monthly training sessions, leading to a 25% increase in AI tool adoption (Source: PwC, 2023). Training is a key component for effectively using AI in HR.
AI can quickly sort CVs, assess candidate skills, and predict their performance and potential. This reduces hiring errors and helps better exploit talent. For example, a company using AI reduced bad hires by 30% (Source: Glassdoor, 2023). These advantages show how to effectively use AI in HR.
With AI, HR can better understand employee expectations, needs, and aspirations. AI tools can collect and analyse data related to employee experience, track and evaluate their performance, engagement, satisfaction, and motivation. For example, AI-based sentiment analysis can improve employee satisfaction by 15% (Source: Forrester, 2023). Using these tools is a way to effectively use AI in HR.
AI can automate repetitive and time-consuming tasks, such as CV digitisation, internal email writing, and data aggregation. This allows HR teams to focus on higher value-added tasks. According to a McKinsey study, automation can reduce time spent on administrative tasks by 20% (Source: McKinsey, 2023). This automation is essential for effectively using AI in HR.
AI largely operates through massive data exploitation. In the HR context, this data can be very sensitive. It is crucial to implement a solid data protection policy and comply with regulations. For example, according to a Gartner study, 17% of companies already use AI in their HR processes, and this figure should reach 30% by 2025 (Source: Gartner, 2023). Protecting data is crucial for effectively using AI in HR.
Although AI offers many advantages, it should not replace human expertise. Final decisions should always be made by HR professionals, taking into account AI recommendations. Balancing AI and human expertise is a strategy for effectively using AI in HR.
AI algorithms can reproduce or amplify existing biases. It is important to regularly monitor and adjust models to ensure they do not discriminate against certain groups of candidates or employees. For example, bias analysis in AI models showed a significant reduction in biases after adjustment (Source: IBM, 2023). Monitoring biases is crucial for effectively using AI in HR.
Sources: World Economic Forum / McKinsey Global Institute
Human Resources must not only adopt AI to improve their own function and transformation but also play a role as "guardians of the temple" in supporting and impacting employment in other functions and jobs within the company.
For personalised support in integrating AI into your HR processes, our experts at Arago are at your disposal. We guide our clients step by step to activate the right levers at the right time, depending on the maturity of each company. AI is becoming indispensable, but it is essential to define its scope of action in a personalised way. Do not hesitate to contact us to learn more about using AI in HR.
