Today, there are a few critical questions hovering on the lips of many HR professionals: How will AI affect human resources? As ChatGPT enters and disrupts industries, what will become of the human element? Will AI replace human resources, or will a new evolution of HR rise up to meet the gauntlet of these technologies?

How Is the Integration of AI Reshaping HR Departments?

Perhaps the most influential AI trend hitting HR departments today is the arrival of ChatGPT. The AI model, capable of generating human-level text, is already revolutionizing workplaces thanks to its many use cases. It can be used to do repetitive tasks, saving employees time. It can also be trained on unique data sets, producing completely custom responses.

Imagine how these capabilities can transform an HR environment. ChatGPT can replace résumé screening, scour lists of candidates and find perfect matches, or produce insightful interview questions and enticing job descriptions. The uses of AI for HR don’t stop there: Consider how a tool like ChatGPT doesn’t just call on data but actually draws conclusions from it. This means that AI has the potential to find and solve problems and enhance HR’s workflows in deeper ways.

However, many of these uses are for time-efficiency reasons only because HR and talent acquisition are still vital, complex, human-led departments. HR and talent acquisition professionals are engaged in the most critical concerns of individuals, and while AI offers advantages, it falls short of fulfilling all the many nuanced tasks required in recruitment.

Advantages and Disadvantages of AI for HR

AI is masterful at increasing operational efficiency. Its ability to automate tasks is a game-changer in recruitment. AI algorithms can analyze vast amounts of job-related data and identify the best matches for specific positions. AI can improve the candidate experience in so many ways, with real-time virtual assistance, rapid responses, and data-powered feedback. It can even mitigate bias in the hiring process by favoring objective criteria and removing personal characteristics.

But AI in recruitment has its limitations. No matter how much data it analyzes, it still lacks contextual understanding. Human speech is complex and nuanced and often shifts without precedent. AI is also not as flexible as the human mind; it relies on patterns. It can’t form relationships or establish the rapport needed to craft a welcoming hiring environment.

Human interaction is still vital for both candidates and employers trying to find good cultural and personal fits. A manager can objectively and subjectively assess a candidate’s ability to fit in culturally with the company and exercise the nuances of human judgment as they witness how the candidate engages with others.

On top of all that, AI comes with ethical concerns and uncertainties, from privacy to algorithm bias. Humans are needed to make the call in cases of potential discrimination or misuse.

How Can Leaders Balance AI Technology With Human Touch?

In light of AI’s astonishing impact on the workplace, it’s clear that HR leaders of the future will need to leverage AI’s transformative impact while ensuring they continue to develop and support human-centric approaches to recruitment. But how?

1. Focus on enhancing human judgment.
HR teams can use AI as a tool to enhance decision-making, combining the strengths of both AI and people. AI can analyze data and patterns at speed, while humans have the cultural and contextual understanding to turn those patterns into beneficial actions and smart decisions.

IBM, for example, has developed an AI-powered recruiting tool called Watson Recruitment, which combines natural language processing and machine learning algorithms with human expertise.

2. Create an environment of continuous learning.
The nature of AI in human resources is rapidly changing, necessitating a continuous learning mindset. HR leaders can develop training programs that focus on understanding AI technologies, such as having procedures and programs in place to keep up with the advancements as well as knowing AI’s limitations and challenges.

3. Elevate the candidate experience.
Balancing the automation of AI with a human touch can create a positive and engaging candidate experience. Ensure that candidates have access to human support when needed and receive timely and transparent communication throughout the recruitment process.

Hilton does this with its AI-powered chatbot, “Connie.” The bot assists candidates with inquiries, job applications, onboarding processes, and benefits, but it also has the capability to transfer conversations to human agents when necessary, ensuring a seamless transition between AI and human support.

4. Help train AI ethically.
Implementing ethical guidelines in the recruitment process will help train AI to think more wisely. Just like organizations have one-on-ones with their staff to check in and nip problems in the bud, HR teams need to regularly assess and monitor AI systems, making sure to address any biases or unintended consequences as they appear.

HR will always be inseparable from people, and in an era of rapid technological advancement, maintaining a human touch will be a major quest for HR leaders. People need to feel a sense of belonging and involvement. They want to feel industrious, creative, and important. As AI in recruitment becomes more complex and advanced, HR leaders should start thinking about how it can be embraced for its positive opportunities and used to enhance human lives.

Tania Fiero is the chief human resources officer of Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions, specializing in global Employer of Record, Agent of Record, and Independent Contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC, and partners with companies to provide compliant employment solutions that empower people’s lives.

An expert in joint employment and the Affordable Care Act, Tania helps employers embrace contingent workers in their staffing strategy and culture. She is a Society of Human Resources Certified Professional (SHRM-CP) and a certified Professional in Human Resources (PHR) via the Human Resources Certification Institution. Tania previously served on the Board of Directors for the National Human Resources Association of San Diego. She was recognized in 2016 by the San Diego Human Resources Forum Board of Directors at its HR Executive of the Year event and in 2011 by the San Diego Business Journal as San Diego's HR Professional of the Year.

This article was co-written by Lynn Ann Overman. She is the director of strategic partnerships & enterprise sales at Innovative Employee Solutions (IES).