AI is becoming increasingly prevalent in human resources, but the real revolution lies in the role of humans in this transformation. In the HR Tech Deep Dive podcast, recorded during the HR Tech event in Antwerp, Eric Weber, Sales Manager at Arago, and Belinda Codd, Sales Director at LHH, shared their vision of AI in HR that does not replace, but rather supports and empowers employees. Here's a look back at the key takeaways from this discussion, where artificial intelligence applied to HR emerges as a lever for human development, much more than just a technological tool.
Artificial intelligence is now an essential lever for HR departments. But the real transformation lies not in the technology itself, but in how it enriches the human experience within the company.
As Eric Weber, Sales Manager at Arago, points out, “AI is a technology that will improve interaction between users and tools. And that's the big change. AI is something that every human being should embrace.”
AI in HR helps support employees, streamline processes, and facilitate recruitment. It offers valuable support in identifying the right candidates, assisting managers in interviews, and anticipating skills needs. Belinda Codd, Sales Director at LHH, explains: “AI gives us the data, but it's humans who give it direction. The challenge is not to adopt AI, but to adopt it with confidence and transparency.”
Far from being a risk or a danger, AI in human resources should be seen as a trusted partner. “We use AI for people, not against people. Many see it as an enemy, when it should be someone you can trust, someone who works alongside you,” explains Eric Weber. This supportive approach is essential to ensuring buy-in and the success of AI projects in human resources.
Integrating AI into HR processes cannot be imposed; it must be supported. For Eric Weber (Arago), success depends on education and the inclusion of all employees, regardless of their level of digital maturity: “Some people may be more resistant than others to technology, or to the associated risk, so they are afraid. We need to see how, through internal programs, we can help them adopt and change the way they work, and promote the technology that is already present but underutilized.”
Skills development, ongoing training, and time to learn are key factors. Belinda Cott (LHH) emphasizes: “Offer coaching and workshops, help people get to grips with the tools, familiarize themselves with them, and gain experience. And give them time, because it's very stressful.”
Support must also pay particular attention to the most experienced employees, so that they remain active participants in the transformation and not “victims of the future.” AI used in HR then becomes a lever for inclusion, not exclusion.
AI opens up new perspectives for talent management and internal mobility. It helps identify key skills, promote diversity, and anticipate recruitment needs. “AI also helps with diversity and identifying where talent is located within the organization,” says Eric Weber.
Thanks to solutions such as SuccessFactors and SmartRecruiters, AI for recruitment is becoming a strategic tool for supporting career development and upskilling. But technology is not a substitute for humans: it provides support, enabling everyone to project themselves into new roles and new missions.
Eric Weber concludes: “If you think AI is going to take jobs, of course it will. But if you go with the flow, you'll find yourself on an exciting new path. And these solutions also help you develop your skills so you can take on new jobs without fear of change.”
HR AI is not an end in itself, but a means of supporting the evolution of jobs and employees, provided that trust, transparency, and people are placed at the heart of the approach. To learn more and discover the full discussion on the role of people in the use of AI for human resources, listen to the episode “AI, friend or fiend?” from the HR Tech Deep Dive podcast.
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