6 AI Tools That Are Driving the Future of HR

Artificial intelligence (AI) is revolutionizing industries across the globe, and human resources (HR) is no different. The impact of AI within the HR realm has proven to be a game changer, streamlining processes and amplifying productivity in the workplace like never before. Below you will find 6 of the top tools in AI that are driving the future of HR.

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Robotic Process Automation in HR

RPA (robotic process automation) is software that can automate repetitive tasks. Its goal is to reduce tedious, repetitive tasks that employees perform and free up their time to allow them to perform more meaningful and interesting tasks. An example of RPA is resume screening, where AI can select top-tier candidates from a large candidate pool, comparing resumes to job requirements, and notify candidates and schedule interviews or send rejection letters. The sophistication of AI tools in HR enables complex decision-making while streamlining processes.

Onboarding is another example where AI in HR can make processes easier. Each new employee may have different credentials and different forms they need to fill out. The RPA system has the ability to determine which forms are necessary for each employee and provide them in a timely manner.

RPA is helping to remove tedious, everyday tasks from employees, giving them the time to focus on strategic and creative work. As a result of their ability to perform more meaningful work, employees will be more engaged, more productive, and happier, reducing turnover rates.

Cloud-based HR Platform Services

Cloud-based HR platform services are internet-based programs that offer a range of functions and benefits for businesses to help them streamline their human resource services. These services include payroll, benefits, talent management, and HR support and technology. Some key features and benefits of cloud-based HR platform services include:

  • Employees can do a number of tasks on their own: Cloud-based HR platforms provide employees with the ability to perform such tasks as accessing pay stubs, updating personal information, and submitting leave requests. This reduces administrative overhead and empowers employees to manage their own HR-related tasks.
  • Streamlined processes: Through the use of cloud-based HR platforms a number of tasks are automated and streamlined. This includes onboarding, performance reviews, and benefits administration. This minimizes the need for more tedious tasks including data entry, helps to reduce errors, and improves efficiency.
  • Centralized data management: This is a central database that allows the data to be easily accessible and up to date. This improves data accuracy, eliminates duplicate entries, and simplifies reporting and analytics.
  • Enhanced security: While there is a great deal of concern regarding cyber-security and having your personal information in the cloud, there are a number of security measures in place to ensure the data is protected. This includes encryption, access controls, and regular backups. Cloud services often offer higher security standards than on-premises solutions.
  • Integration capabilities: Cloud-based HR platforms frequently integrate with other business systems, such as payroll, time and attendance, and recruitment software. This improves data accuracy and eliminates manual data entry.

Predictive analytics play a crucial role in employee engagement, talent retention, and productivity improvement. Organizations can make informed decisions by analyzing historical data and applying machine learning algorithms.

Data Workbench for Comprehensive HR Insights

When departments use different systems that can’t “speak” to each other it can limit how data is used. Data workbench is the ability to integrate data from multiple sources. By integrating data, HR professionals are able to consolidate and harmonize data, providing a comprehensive view of the workforce. With a data workbench, they can easily access and analyze data on employee demographics, performance, recruitment, compensation, and engagement, among other factors.

Data silos isolate the data from one department to another. This causes challenges because there is limited visibility into employee data, and fragmented data analysis, As a result, there can be inefficient decision-making processes. A data workbench is a powerful solution that addresses these challenges. It offers a centralized platform where HR data from various sources can be integrated, allowing for a full view of employee information.

There are a number of benefits of data workbenches including the ability to make strategic decisions. By leveraging the data gained from the workbench a company can become more competitive and make informed decisions.

Microservices for Targeted AI Solutions

Microservices are small building blocks that work together to create a larger application. When speaking about AI and microservices, each “building block” performs a specific task related to HR, such as employee onboarding, payroll management, or performance tracking. Each microservice is responsible for a specific task, making it easier to manage and maintain.

Businesses that want to apply AI to specific tasks without changing their whole systems frequently use a microservice. An example of this is Traitify. They provide smart evaluation tools for job applicants, replacing traditional text-based exams with picture-based ones to determine personality traits suitable for specific job positions. Microservices can be helpful for HR departments when they have a particular need for increasing efficiency or improving data-driven decision-making.

AI First Suite for End-to-End HR Solutions

AI First Suite is a comprehensive system with a range of technologies and tools with a specific focus on artificial intelligence capabilities, covering the employee life cycle such as recruitment, onboarding, and performance management.

By using the first suite it improves efficiency and reduces the administrative burden, allowing HR professionals to focus on more strategic tasks such as retention strategies, talent development, and employee engagement.

Embedded AI for Smart HR Decision-making

Embedded AI for smart decision-making refers to the use of AI that is built into the existing software that is being used. Embedded AI can enable HR software for resume screening, candidate sourcing, and employee engagement analysis. It can also help in automating repetitive tasks like data entry and scheduling interviews.

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Ethical Considerations of Using Artificial Intelligence in HR

One of the major concerns with the use of AI is the ethical considerations. There are a number of concerns when using AI including:

  • Fairness and bias: AI systems should be designed to treat all individuals fairly, regardless of their race, gender, or other protected characteristics.
  • Transparency: Users should be informed about the use of AI. This includes when you are interacting with AI when they make decisions and the data they are using.  There have been instances of sending emails back and forth to make an appointment and a person is actually speaking to an AI and has no idea. 
  • Privacy: AI systems must handle personal data responsibly and protect it from unauthorized access or misuse. Ensuring that data is anonymous and securely stored is crucial to maintaining privacy.
  • Human Oversight: AI should also be used in a way that respects human autonomy and dignity. Humans should retain control and be able to override AI decisions when necessary.

AI in HR is significant in its ability to automate repetitive and time-consuming tasks. AI-powered chatbots can handle basic HR queries and provide employees with instant responses, reducing the burden on HR staff. This automation allows HR professionals to focus on more strategic and value-adding activities.

AI algorithms can also be employed in recruitment and talent management. Algorithms help to analyze large volumes of candidate data, such as resumes and social media profiles, to identify the most suitable candidates for job positions. By leveraging AI in recruitment, HR departments can achieve more efficient and effective candidate screening and selection processes.

AI’s significance in HR lies in its ability to automate tasks, improve decision-making, and foster a more inclusive work environment. As AI technology continues to evolve, it has the potential to reshape HR practices and pave the way for a more efficient, data-driven, and employee-centric future in the industry.

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