AI In Human Resources Today

Are we there yet?

“Alexa, what is the definition of Artificial Intelligence?”
 
She immediately responds, “‘Artificial Intelligence’ is usually defined as the branch of computer science that deals with writing computer programs that can solve problems creatively.”
 

Amazon’s Alexa has been a great personal assistant for me and my Human Resource (HR) business. She reminds me about appointments, sets alarms, makes calls, looks up information, and can turn on and off lights in my office. Basically, she saves me a lot of time and makes everything more convenient for me. Alexa is just one simple example of today’s Artificial Intelligence (AI) and it is not specific to Human Resources.

Is HR on the AI Path?

Historically, HR was relatively manual.  Everything was kept in files from candidate files to employee performance files to employee health benefit files and archived files.  HR people used the telephone, Rolodex, newspaper, mail, and word of mouth to communicate.
 
Then computers entered the picture and data/information was entered into the system to track information and to later utilize this information. For HR, this might mean scanning in resumes and optically searching for keywords. Or coding performance appraisals and career path information to utilize for performance management, organizational development and succession planning. As HR processes were refined, it became evident that HR could become seamless and instead of separate silos for recruiting, compensation, onboarding, organizational development, performance management, succession planning, and retirement/termination, these systems could be integrated and continuous.
 
In theory, most HR professionals understand the importance of having a seamless HR system and how this can evolve into a successful AI system. In the real world, even after decades and SaaS cloud technology, most HR systems have not been integrated and often are not seamless. Cost restraints, poor functionality/quality, retraining time constraints, and noncontinuous HR decision makers have been major obstacles to creating seamless systems. Presently, a large majority of companies do not utilize one system for all HR functions resulting in incongruous systems.  These incongruous systems make it difficult for true AI data retrieval and intelligent decision-making and creative problem-solving.

Glimpse of Hope for the Future

Regretfully, most organizations are not currently on the AI path when it comes to HR. I hear about chatbots and even see them on some recruiting sites. Doing further research, I find that there are multiple AI HR companies out there offering chatbots, sourcing, job posting, scheduling, screening and recruiting automation and even some AI.  So perhaps there is hope for AI in HR after all.

Will Technology be the Main Driver?

Recently, I saw an article about an AI (for facial gestures based on actual reporters) driven robot/android news reporter on TV.  He was modeled after a real Chinese government reporter and very convincingly reported on the news.  However, upon further investigation, I was a bit let down when I read that this robot reporter was having text fed into him. He was not querying for news and reporting the news himself. Perhaps he was just one step up, if that, from Disney’s robotic presidents.
 
However, the more I read about robotic advancements, the more hopeful I become. We now have robots that move, walk, see and feel.  The ability to have human sensory capability adds to the prospects of having an AI HR android/robot or possibly part robot/part hologram, one that can process sensory data and at the same time draw on candidate/employee data using sophisticated algorithms and objectivity.  Considering these remarkable advancements, technology will be the main driver when it comes to integrating AI into HR.

AI and HR- For Better or Worse?

When considering AI and HR, some HR professionals have high hopes. Systems will be faster,  decisions more objective and inclusive, and ROI will be positive. These positive thinkers are ready for new tools to make life easier—no more repetitive and tedious tasks.
 
Other HR professionals see higher costs, lost time, and possible legal and technical problems.  AI might be more objective. It really depends on the programming. Humans create complex algorithms for AI.  Whether these algorithms are objective or subjective is really up to the programmer and the algorithm.  

Conclusion

Looking at HR’s history, we have progressed technologically. We have automated HR systems: Talent Management Systems, Learning Management Systems, and Performance Management Systems.  A little over a direct handful of AI HR companies have popped up over the past couple of years pushing AI into the HR field.  As we finish 2018 and approach 2019, is the state of AI in HR where it needs to be?  Our economic growth and job reports have been phenomenal this past year and will drive our need and progress for more AI in HR.  Are we there yet?  No, but we will be.

Nancy Robin Gillman works as a human resource consultant at RGCS Texas. Connect Nancy Robin Gillman