Can AI make human resources more personalized? Many HR leaders seem to think so.

Like it or not, generative artificial intelligence is likely to become a part of your daily work life in the near future. Although most companies have taken a wait-and-see approach when introducing artificial intelligence technology, In 2017, only 6% of companies used AIaccording to National Bureau of Economic Research— the emergence of ChatGPT in 2022 offered a number of practical ways to implement the new capabilities of generative AI in everyday work life.

WorkTango analyzed research from Gartner to see how HR departments plan to use AI. On January 31, 2024, Gartner conducted a survey of 179 HR leaders. HR leaders typically hold senior management positions, such as chief human resources officer or chief talent officer, and are responsible for making decisions that shape the relationship between management and employees.

While the human aspect of HR is irreplaceable, business leaders have discovered that AI can relieve employees of low-level tasks and free them up to tackle more complex situations that can lead to greater job satisfaction. Chatbots for customer service and voice AI can handle simple calls, freeing up employees to deal with more complex issues that are more interesting to solve. AI can also quickly summarize data, allowing employees to focus on higher-level analysis, assist with software coding, and delegate tasks.

Researchers found that when workers use AI improves within its capabilities labor productivity up to 40% compared to non-AI users. This has led to more companies joining the AI ​​bandwagon. 1 of 3 companies According to McKinsey, they are implementing this today.

HR leaders are feeling the need to embrace AI tools sooner rather than later. Gartner found that while fewer than 2 in 5 HR leaders have explored or implemented artificial intelligence tools, more than 3 in 4 believe their departments will need to use AI by 2026. free up workers’ time to do more complex work. From recruiting and administrative tasks to learning and development, HR leaders are beginning to understand how artificial intelligence can help them manage and improve an organization’s workforce while maintaining privacy and confidentiality.

Interview Questions

Attracting and screening potential employees is a key aspect of HR, and there is room for acceleration in this area. According to Gartner, 28% of HR leaders plan to implement generative big language models using artificial intelligence to simplify the interview process. These LLM programs can be especially useful when potential employees are interviewing in multiple departments.

HR teams can ask LLMs to write targeted interview questions specific to the job and the skills required. AI can also support interviewers, transcribing and summarizing live interviews. This allows teams to focus on interviews rather than note-taking, and eliminates the need for follow-up due to incomplete notes. Recruitment companies could benefit from a more efficient hiring process, as well as reducing wait times for potential employees.

Research

Gartner found that 29% of HR leaders plan to explore artificial intelligence tools to help their teams with the learning and development aspects of their roles. Generative AI tools can help HR teams explore content to create more effective training modules.

According to consulting firm BCG, HR employees spend From 10 to 20% of your time is devoted to personnel developmenttraining design and delivery. Implementing AI can lead to efficiency gains of 10–25%. This will enable HR professionals to design and deliver better training, as well as implement more flexible interfaces to enhance internal training capabilities. Companies can also use the money saved to develop higher quality video content.

Writing job descriptions

HR leaders told Gartner they are interested in using AI to reduce time spent on routine tasks, with 41% exploring AI tools to help write job descriptions and collect skills data. LLMs can help companies write updated, accurate job descriptions that are unbiased and contain the right information to attract the best candidates.

Companies using these tools are finding that they still have to customize AI-generated job descriptions to suit their corporate brand, but AI eliminates the need to start from scratch. LLMs can also summarize job descriptions to highlight key information HR workers need to know.

Administrative tasks

Gartner reported that 42% of HR leaders are exploring the use of artificial intelligence tools to support administrative tasks in HR operations, including policy development and document creation. According to BCG, administrative tasks eat up the majority of HR employees’ time—20 to 30%.

Generative AI tools can develop training materials, automate tasks, streamline payroll administration, improve data management, and improve internal reporting. Other department heads can interact with these tools in a conversational way that is more intuitive than remembering how to use multiple tools and systems. BCG notes that artificial intelligence tools can improve the efficiency of administrative tasks by 25–50%. Automating time-consuming tasks with AI can help HR professionals focus on people-focused tasks, including employee experience and well-being, which is a priority for many HR professionals, according to SHRM 2022 Report.

Additional research by Wade Zhou. Editing of Aliza Salario’s story. Additional editing by Kelly Glass. Copy Editing by Tim Bruns. A selection of photographs by Michael Flocker.

This story originally appeared on WorkTango and was produced and distributed in partnership with Stacker Studio.