Articel AL in HR
AI in HR – 5 reasons why Human Resources should work on Artificial Intelligence
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Human Resources and new, groundbreaking innovations??

Does something sound bumpy? At first glance perhaps, however, Artificial Intelligence (AI) opens up some new, unprecedented opportunities that can definitely revolutionize human resources work if we get involved.

How can that work? Do robots really have to replace our HR departments? The department that presumably lives 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 the human connection in times of "0" and "1". As? For example, by having AI take on repetitive tasks that are rather boring for the HR manager (such as answering the recurrent employee questions) and thus give the HR staff more time for the essentials: the personnel work on and with the employee.

That's just one example of many. Essentially, AI can be used in all areas of HR work, from candidate sourcing to administrative HR management, learning & development, to the discovery of top talent in the business. Even if it sounds frightening for one or the other and so far hardly any other topic encounters so much emotional resistance, we have worked out 5 exciting reasons why every HRC should now deal with the subject of AI at the latest:

1. AI opens up completely new possibilities in recruiting:

Every HRler can sing a song about it: gender-neutral job descriptions. Practice makes the master here, but numerous studies prove that the avoidance of gender-coded language does not always succeed in its entirety. Often, when creating job descriptions, we override important keywords that deter suitable candidates. This deterrent is usually unconscious, but may cost the companies potential top candidates. An example: If the job advertisement calls for a "lively" personality, men usually do not feel addressed and do not apply. AI can set this error source. Texts are scanned and examined for gender-coded language.

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

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

Applicant tracking systems (ATS) also offer great benefits for applicants. Every candidate knows at any time what status of the candidate process he is currently in. Endless waiting for a sign from the longed for new employer is passé. Messages are automatically sent to the applicant should his status change in the process. This promotes a positive candidate experience and actively strengthens employer branding.

Another megatrend in recruiting are the so-called bots. For example, DPDHL uses a chat bot via WhatsApp to pre-select applicants. If the desired activity, form of employment, start date, etc. has been requested, the HR department will take over with personal contact. A beautiful example of how AI and man can go hand in hand.

Potential uses of AI in recruiting:

• Candidate Sourcing

• candidate screening

• interviews
• onboarding process

2. AI automates boring and recurring activities in perfection

Especially with administrative activities KI brings the biggest benefit at the moment. As a result, the team has more time for personal contact with their own employees and can take care of important strategic issues. Precisely because of this, AI will not replace the personal points of contact. On the contrary, they can even be intensified. Also the ever increasing expectations of the employee, e.g. the quality of service and speed of an HR department can be better met with AI.

Potential uses:

• Performance Management • roster design
• Personnel Cost
• Employee Self-Service

• Talent Management
• Leadership development and coaching

3. Recognize early demotivation employees

How about we have a little helper on hand who points out when it's bad for employee motivation? AI makes it possible! It can predict employees' motivational curves in order to identify action needs and opportunities in good time. Google demonstrates and uses the technology to detect frustration valleys early and counteract them.


Potential uses:

• Smart employee surveys
• Real-time feedback platforms
• reward systems
• Personalized news and communication

KI can also help us with certain payroll issues. Again, bots can clarify the most important questions about salary and co. It is important to have the direct feedback from the staff in order to continuously improve and develop the answers.

Potential uses:

• salary calculation and automation • communication with employees
• Compliance check on salaries

4. Questions of employees about their salaries? KI takes over ...

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


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."

Marina Lang

Recruiter at Die CONUFACTUR

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