AI and HR - A Winning Combination

Widely used in marketing, sales, and finance, artificial intelligence is less present in other services. Notably human resources. However, this technology presents numerous advantages for human capital management. So why use AI in HR? How to apply it concretely? And should one train for it? Discover the answers.

Why use AI in H R?

Since the advent of ChatGPT, artificial intelligence has been disrupting the professional world. After all, these new technologies are capable of performing the same tasks as a human being, sometimes better, and often faster. Between time savings, improved productivity, reduction of human errors, and facilitated decision-making, AI is becoming a valuable resource for companies. Most of them use it massively in marketing, sales, and finance departments.

But what about human resources? AI can also contribute to better HR management. Whether it's for candidate targeting, skills development, or process automation, artificial intelligence tools largely contribute to better human capital management.

The use of AI within HR is all the more important as this department manages talent; from candidate selection to their skill development. And a company only grows if it is able to equip itself with the right employees.

So how to use artificial intelligence within human resources? Discover 7 concrete application cases of AI for HR:

How can AI tools optimize talent management?

From recruitment to candidate departure, artificial intelligence optimizes human resource management. Here's how.

Recruitment and application sorting

Recruitment represents the first major challenge for human resources managers. Because a bad choice can be costly for the company; in terms of financial cost, time, organization, or even brand image.

So how can AI help you succeed in your HR recruitments?

CV analysis: AI algorithms can quickly analyze hundreds of CVs to identify profiles matching specific criteria (skills, experiences, qualifications). They thus reduce the time spent by recruiters.

Pre-interview chatbots: some companies use chatbots to conduct automated pre-interviews. The basic questions then allow to verify the candidate's suitability for the position.

Performance prediction: based on skills, experiences, or past performances, AI tools can predict candidates likely to succeed in a company.

Detection of recruitment biases: an ML algorithm can spot if certain job descriptions or practices unconsciously favor certain groups at the expense of others. If so, AI can help HR develop initiatives favorable to a more inclusive work environment.

Talent management

After recruitment, HR teams must also ensure the professional development of each employee through a skills assessment. Here again, AI solutions are of great help to human resources.

On an individual level, HR managers can use artificial intelligence to conduct automated tests or work simulations. This allows for a better understanding of employees' strengths and weaknesses and identifies training needs.

These tools can analyze employees' career paths and recommend personalized development plans.

On a collective level, AI can also be used to evaluate the performance of a department. It can detect certain shortcomings, such as a lack of personnel, a need for training, ...

Improving employee experience

Because well-being at work is essential to ensure employee performance, AI tools can support HR teams in this task. For example, through:

Personalization of social benefits: such as a retirement plan, specific health benefits, ...

Analysis of employee sentiments: artificial intelligence can analyze feedback, internal surveys, and communications to detect signs of dissatisfaction or trends that could lead to turnover.

Between the analysis of internal data (employee satisfaction, promotion history, performance) and external data (job market, competitive salaries), AI can predict the risk of key employees leaving. This allows HR to implement more effective retention strategies.

Automation of administrative tasks

Not all tasks related to human resources are always fulfilling. On the contrary, some are tedious and repetitive. This is where AI intervenes in HR management:

Answering questions: HR services can integrate intelligent chatbots to quickly answer frequent employee questions. For example, about company policies, social benefits, overtime, or administrative processes.

Leave management: AI-based tools can automate the management of leave, absences, and working hours. To do this, they automatically check availabilities and update systems in real-time.

Automated onboarding: artificial intelligence can accompany new employees by providing information, automating the configuration of access to internal systems, ...

Internal communication

Centralizing all information on candidates and employees, AI plays a key role in HR communication.

On one hand, these technologies simplify access to data for HR managers. On the other hand, they help them make better decisions and communicate better.

For example:

Segmenting communications: the idea being to ensure that each employee receives relevant and adapted information, such as messages about new development opportunities automatically sent to employees most likely to be interested in this information.

Anticipating communication needs: such as reminders about leave procedures as holidays approach or notifications regarding performance evaluations sent at the right time.

Improving engagement: AI can identify potentially disconnected or less engaged employees, based on participation in team meetings, interaction with HR communications, or the frequency of information requests.

Through all these options, artificial intelligence directly contributes to better HR management. And yet, many human resources departments do not exploit these new technologies.

Should one train in AI to improve human resource management?

A company's success largely depends on its internal skills. Just like sales or marketing, good human resource management directly contributes to developing a company's competitive advantage.

Hence the importance of focusing attention on HR and optimizing it.

Artificial intelligence can help you with this. And even more, these tools are becoming almost a necessity. Because AI is becoming ubiquitous in the world of work. Your partners, your customers, and especially your competitors use it. To do without it is to risk being overtaken.

But to fully benefit from these technological innovations, you still need to know how to use them. This is why training in artificial intelligence is becoming indispensable.