From Recruitment to Performance: AI and ML Transform HR Operations

The current era, called the “digital era,” has seen digital transformation become a global consensus among businesses. Many experts believe that this transformation has been accelerated by half a decade as a result of the pandemic, which has seen digital transformation take on a scale never seen before.

This transformation is disrupting almost every industry, and human resources (HR) is no exception. In this digitalized world, HR must reinvent itself. By meeting this challenge, they can create immense value for organizations and their employees. However, it is essential to note that AI and ML are not designed to replace managers but rather to support HR decision-making.

Artificial intelligence (AI) and machine learning (ML) have become buzzwords in recent years, with broad potential applications in HR. AI refers to the ability of a computer program to learn and think, effectively simulating human behavior and thought processes. ML, a subfield of AI, uses data-driven algorithms to perform complex tasks. These technologies can automate routine tasks, improve decision-making processes, and allow HR professionals to focus on strategic initiatives.

For example, despite the engaging nature of many jobs, repetitive tasks such as generating reports, verifying information, and analyzing data will inevitably be performed by AI. Using AI programs to perform these repetitive tasks can save time, increase productivity, and facilitate decision-making for executives.

One area where AI and machine learning are transforming HR is in recruiting and talent acquisition. These technologies focus on collecting and using data to make informed talent decisions. AI-powered systems can analyze vast amounts of candidate data, filter and evaluate resumes, acknowledge and reject applications, schedule interviews, conduct background checks on candidates, and even conduct initial interviews. By identifying trends and matching candidates to job requirements, AI improves the efficiency of the recruiting process.

Continuous learning and development are essential for employees to remain competitive in an ever-changing business environment. AI and machine learning can personalize learning experiences by analyzing individual skill gaps, learning styles, and career aspirations. Intelligent learning platforms can recommend tailored training programs, provide real-time feedback, and facilitate self-paced learning. These advancements enable HR to foster a culture of continuous learning, promote employee growth, and improve organizational performance.

Traditional performance management systems are often criticized for their inefficiency. AI and ML can transform this process by providing real-time feedback, objective assessments, and data-driven insights. AI-powered systems can automate performance reviews, allowing HR professionals to focus on more strategic initiatives.

The growing influence of AI on HR practices is clear, but it is essential to remember that AI is a tool that relies on human input. The effectiveness of AI systems relies on the data provided by individuals. In addition, AI reflects the “coded gaze,” which includes the preferences, priorities, and biases of those developing these technologies. Algorithms use past information to predict future outcomes, and machine learning systems mimic human behavior.

These technologies act as invisible gatekeepers, increasingly influencing hiring decisions, employee performance reviews, and tenure decisions. As a result, the inaccurate data used by these algorithms could be significantly detrimental to a person’s career. The future, then, lies in the hands of software whose exact workings are often unknown.

The absence of a human factor in these processes can lead to bias and discrimination. Organizations must ensure that AI algorithms are regularly tested and reviewed to identify and correct biases that may develop over time. While the potential of AI and machine learning in HR is vast, it is essential to consider the ethical considerations associated with their implementation.

HR professionals must ensure transparency, fairness, and data privacy. It is essential to find a balance between human touch and technology to avoid relying entirely on AI or machine learning, which could lead to a loss of personal connection and empathy.

In conclusion, integrating AI and ML into HR is critical to the success of HR professionals. By staying abreast of AI and ML advancements, they can leverage these technologies to drive positive change and have a meaningful impact on organizations. It is also important to consider how HR professionals and employees perceive and use AI and ML technologies.

Resistance to change and job losses are common concerns. Organizations should provide opportunities for development and training to improve technology proficiency. However, increased use of these systems without understanding the implications could have a negative impact on our lives.

Ishraat Saira Wahid, Ph.D. is an assistant professor of business administration and human resource management at the Faculty of Business Administration, Prince Mohammad Bin Fahd University, Kingdom of Saudi Arabia. Email: (protected email)

Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views and opinions of The Business Standard.