Human Resources (HR) departments are beginning to rely on artificial intelligence (AI) to recruit, hire, onboard, engage, and manage their organizations’ talent. In fact, nearly 40% of companies are using some form of AI for their HR practices.
However, HR professionals must not forget their human intelligence (HI) when using AI or the benefits of the AI-enhanced technology they use will not prove very useful in the long run or could even have negative repercussions and unintended consequences.
Here’s what you can do to keep HI in your AI-enhanced HR.
Know When and How to Use Chatbots
Chatbots are great for fielding and instantly responding to common questions and concerns. They allow prospective employees and existing employees to receive in-time support when they need it most, while HR representatives get more opportunities to focus on more involved and important tasks. But chatbots should still be programmed to know the difference between frequently asked questions and questions that need to be addressed by an HR representative.
For instance, when employees have specific questions about their individual benefits information and compensation or career path, they should easily be able to reach someone in the HR department. And when a prospective employee has more detailed questions about his or her application or future position, he or she should also be able to reach a real person in the HR department, especially if the applicant has already gone through the interview process.
Overall, your AI-driven chatbots should be programmed appropriately so that employees and prospective employees can still have appropriate interactions with real HR representatives when it’s necessary.
Monitor AI for Bias
A lot of times, AI-enhanced technology is also used to parse through information from prospective candidates applying for various roles at an organization and to determine career paths and compensation for existing or new employees, which can significantly expedite processes in HR departments.
But it is imperative that HR representatives still monitor who is being considered for various positions and who is not or who is being considered for a promotion and who is not, as AI-enhanced technology can still exhibit bias if it’s programmed with certain parameters.
For instance, what if the areas you choose applicants from are only affluent communities, or what if various job requirements and skills are only routinely held by one gender and not the other, and so on?
Essentially, as you use AI for your HR practices, don’t forget the humans who need to ensure that it is intelligent in the first place.