Das A.I.

AI in HR - 5 reasons why
Personnel urgently involved in the
artificial intelligence should be concerned
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Human Resources and new, groundbreaking innovations?


Sounds a bumpy thing? At first glance, perhaps, however, artificial intelligence (AI) opens up some new, unprecedented possibilities that can definitely revolutionize human resources if we get involved.

How can this be done? Do robots really need to replace our HR departments? The department that presumably thrives on personal contact and humanity like no other? Will our HR departments become impersonal and robotic in the future?

No - is the short summary!


Rather, AI can even intensify the maintenance of human connection in times of "0" and "1". How? For example, by letting AI take on repetitive tasks that are rather boring for the personnel (such as answering the recurring employee questions) and thus giving the recruiter more time for the essentials: the personnel work on and with the employee.

This is just one example of many. Essentially, AI can be used in all areas of human resources, from candidate sourcing to administrative HR management, learning & development to uncovering top talent in the company. Even if it sounds daunting for some people and hardly any other topic encounters so much emotional resistance, we have developed 5 exciting reasons why every HRler should deal with the topic of AI at the latest now:


1. AI opens up completely new possibilities in recruiting:


Every HRler can sing a song about it: Gender-neutral job descriptions. Exercise is the master here, but numerous studies prove that the avoidance of gender-coded language does not always succeed in its entirety. We often read important keywords when creating job descriptions that deter well-suited applicants. This deterrent is mostly unconscious, but may cost companies potential top candidates. For example, if the job advertisement asks for a "vibrant" personality, men usually do not feel addressed and do not apply. AI can set this source of error. Texts are scanned and examined for gender-coded language.

Furthermore, AI opens up a new world in candidate selection. We can train with the significant amount of data collected in recruiting, AI platforms. AI will be able to distinguish "low potential" from "high potential" candidates and predict who will succeed in a job and who will not.

This brings us to a much-criticised downside of AI. Prejudices and psychological biases are thus being further developed at the moment, which is why it is currently difficult to get completely unbiased sourcing. If a solution is found soon, this would be an absolute "game changer" for recruiting.

The applicant also has great advantages from the use of AI: take Applicant tracking systems (ATS). Each candidate knows at all times what status of the candidate process they are in. Endless waiting for a sign from the longed-for new employer is passé. Messages are automatically sent to the applicant if their status in the process changes. This promotes a positive applicant experience and actively strengthens employer branding.

Another megatrend in recruiting is the so-called bots. DPDHL, for example, uses a chat bot via WhatsApp to pre-select applicants. If desired activity, form of employment, start date, etc. has been queried, the HR department takes over with personal contact. A fine example of how AI and humans can go hand in hand.

Potential applications of AI in recruiting:

• Candidate sourcing

• Candidate screening

• Interviews
• Onboarding process


2. AI automates boring and recurring activities to perfection


Especially in administrative activities, AI is probably the biggest benefit at this point in time. As a result, the team has more time for personal contact with its own employees and can take care of important, strategic issues. This is precisely why AI will not replace the personal touch points. On the contrary, they can even be intensified as a result. The ever-increasing expectations

the employees, for example.B in terms of the quality of service and speed of an HR department, can be met much better with the help of AI.

Potential applications:

  • Performance Management

  • Roster-Gestaltun1

  • Personnel Controlling

  • Employee self-service

  • Talent Management

  • Executive development and coaching


3. Early employee detection of demotivation

What if we had a little helper on our hand to tell us when the staff motivation was bad? AI makes it possible! It can predict motivation curves of the employees in order to show need for action and possibilities in good time. Google is doing it and using the technology to detect and counteract frustration sins early on.

Potential applications:

Intelligent employee surveys

Real-time feedback platforms

Reward systems

Personalized messages and communication

4. Questions from employees about their salaries? AI takes over...

AI can also support us on certain payroll issues. Again, bots can clarify the most important questions about salary and co. It is important to receive direct feedback from employees in order to continuously improve and develop the answers.

Potential applications:

Salary calculation and automation

Communication with employees

Compliance check on salaries

5. Strategic employee development thanks to AI

Employee profiles can be evaluated by AI and tailor-made development measures can be created. Of course, based on the employee's developmental aspiration. But other development opportunities can show AI. A so-called AI-based "career assistant" is already being used successfully by a large German automobile manufacturer.

Possible applications in Learning & Development:

• Personalized learning

• eLearning Analytics
• Chatbots for questions

Conclusion

Basically, when dealing with AI systems, one thing is especially important to understand: the systems are only as good as the data they process. In order to achieve a particularly high added value, AI systems are therefore dependent on the support of us humans. And again, the hand-in-hand picture appears. KI will never be alone, attract a real top talent, create a personal interview experience or set up a complete training and mentoring program.

Especially because of the high resistance to AI, it is important that we take away the fear and the doubt of the employees and make it clear that the Employee data, even in conjunction with AI, never be used against their interest. In other words, "KI your friend and helper for a more successful career."

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Marina Lang

Recruiterin