Transforming HR With AI: The Future of Talent Management
According to Gartner, 53% of human resources leaders are expecting to face an increase in talent competition. Even more concerning, 83% of HR leaders are struggling to find enough talent with sought-after abilities and skill sets. The question is, do you have a concrete plan for bridging the skills gap and more effectively managing your organization’s talent?
Enter artificial intelligence, the game-changing tech that has taken the world by storm. Most of the buzz around AI centers around its use as a force multiplier and automation tool.
However, it also has the potential to help you modernize traditional talent management practices, make employee evaluations more objective, and inform the way you find, hire, and retain workers. Here’s everything you need to know.
AI-Driven Talent Acquisition
Long-term business success hinges on the quality of your talent. For decades, the talent equation has involved a combination of resume reviews, reference checks, hunches, and subjective processes. But what if you could know that someone is a good fit for your team? With artificial intelligence, you can!
AI-powered tools can analyze vast amounts of candidate data, including traditional application documents like resumes and cover letters, as well as social media profiles and online portfolios.
Artificial intelligence rapidly narrows your focus to only the most qualified and desirable candidates, reducing the risk of losing out on top talent due to hiring inefficiencies.
Revolutionizing the Recruitment Process
Streamlining the way you connect with and recruit top talent will increase your odds of landing the most qualified candidates. You can make hiring decisions faster and remove friction from the screening process, which makes your business a more appealing destination for top professionals.
Accelerating your recruiting workflows can also reduce how long you carry vacancies. In turn, your team won’t have to work shorthanded as long and the business will enjoy better productivity.
One of the most appealing aspects of AI-driven hiring is that it can eliminate unconscious bias and promote a more diverse workforce. The best artificial intelligence solutions look at trends, data, and other objective aspects of a candidate’s background, which removes bias from the decision-making process.
Leveraging AI-Powered Candidate Matching
Artificial intelligence talent management solutions can match candidates with roles based on their skills, experience, and cultural fit. By incorporating fit into the decision-making process, these tools promote better team chemistry and collaboration.
Additionally, AI tools allow you to tap into the power of data analytics. You can identify patterns and traits that correlate with success in specific roles. Use these insights to hire smarter, reduce the risk of mismatches, and keep your total talent management costs low.
AI-Powered Employee Engagement and Development
Keeping employees engaged and passionate about their work represents one of the greatest challenges facing human resources teams. Gartner HR Research reports that just 31% of employees are “engaged, enthusiastic, and energized” by the work they do.
With two-thirds of workers experiencing some level of disengagement, finding ways to reconnect with your employees is more important than ever.
Artificial intelligence can be a valuable part of your solution, as it’s capable of:
Enhancing the Employee Experience
AI tools can analyze a worker’s skills, strengths, and weaknesses to create personalized learning paths tailored to their needs. Managers can use this data to collaboratively set goals with their team, recommend specific courses, and deliver personalized upskilling opportunities.
That’s not all! With AI, you can enjoy real-time feedback on each employee’s performance. Instead of waiting for year-end evaluations to determine whether someone met their goals, managers can stay involved year-round and help workers achieve more. They can see who is on pace to crush their milestones and who needs a little extra support to grow and develop.
The analytics capabilities of AI will also shed light on your biggest engagement pain points. You can find out who is disengaged, why, and how to fix it. These insights allow your HR team to proactively remedy barriers to engagement and tap into the full potential of every team member.
Promoting Better Retention and Less Churn
As your team looks to leverage your people data to make decisions, many people analytics technologies incorporate artificial intelligence for predictive analytics, to reveal how certain actions (or inaction) will impact your business. You can use engagement scores, performance data, employee sentiments, and a wide range of other data points to identify people who are at risk of leaving the organization.
Use these insights to proactively re-engage and retain your top performers. This may involve offering upskilling opportunities or reevaluating your compensation packages to make them more competitive.
Long-term AI insights will support your workforce planning and succession management needs. You can forecast future staffing challenges and identify potential gaps. Use this data to promote from within, build worker loyalty, and ensure you are nurturing the next generation of business leaders.
The Collision of AI and HR Tech
Regardless of whether you saw the AI-powered HR revolution coming a mile away or were completely taken by surprise, the fact is that artificial intelligence is here to stay. Here’s a look into the road that got us here and how you can overcome common implementation hurdles to embrace this dynamic tech.
The Rise of AI-Driven HR Solutions
Artificial intelligence has already made its way into numerous HR tools, including learning and development platforms, workforce planning software, and people analytics solutions. Don’t view these tools as standalone solutions but rather as part of an interconnected ecosystem of technologies that will change the way you manage talent.
Top solutions seamlessly integrate with existing HR software to ensure a flow of data and information across your organization. Combining these tools with your core human resources technology will provide a holistic view of your talent needs and challenges.
Overcoming Implementation Challenges
There are four main hurdles you’ll encounter when creating an HR AI initiative, including:
Privacy Concerns
Artificial intelligence needs lots of data, but you must also respect the privacy of your employees
Upskilling HR Pros
Your team needs the ability to use AI effectively,
in order to free up their time for strategic work
Skepticism
Some question the reliability of AI-driven insights
in a people-centric field like HR, where biases
can easily creep into data and negatively impact
business decisions
Data Hygiene
in order to adopt and train AI to optimize
your people programs, you need to make sure
the inputs are accurate and clean in order to
avoid potential bias down the road
Fortunately, you can address all of these challenges by getting your HR staff involved in the decision-making process from day one. Let them know what tech you want to adopt and why. Generating high levels of buy-in will translate to less skepticism and a willingness to learn new skills.
The Future of AI in HR
Here’s a glimpse into what’s next for artificial intelligence in the human resources sector.
Which Trends Are Here to Stay?
Lots of exciting AI HR trends have emerged so far. One of the most exciting involves using natural language processing (NLP) for sentiment analysis. These technologies ingest and analyze employee communications, including surveys and emails, to gauge how they feel about their role and the company as a whole. PeopleInsight by HireRoad uses this type of AI to process and analyze employee engagement surveys and other unstructured/open-ended data sources in a way where insights and trends can easily be extracted.
Another trend focuses on using automation tools to streamline repetitive and mundane HR tasks. While some skeptics fear that AI might make certain aspects of HR obsolete, the reality is that artificial intelligence will actually leave you more time to do the things you love, like nurturing company culture and building relationships with employees.
But Is It Ethical?
Before relying on artificial intelligence to guide your HR department, you must ensure that the technology is free from biases and exhibits fairness in decision-making. To do this, you’ll need to promote data hygiene and diversity, and audit AI models for underlying biases. AI decision-making processes must also be transparent and explainable to maintain accountability.
Technology should be balanced with the human touch. AI should complement the work you do and vice versa. A hybrid approach ensures that human resources can maintain their personable, people-centric nature while also becoming more efficient.
Tap Into the Transformative Power of AI in HR
Artificial intelligence will forever change the way you manage talent, interact with workers, and address turnover challenges. Starting your AI journey is easier than you might expect, thanks to tools like PeopleInsight by HireRoad, that can aggregate, cleanse, and transform your people data in order to set your team’s AI initiatives up for success.
Schedule a demo with PeopleInsight and see what AI can do for your business.