AI in HR processes: what is the right ratio?
By now, the AI market has also begun its unstoppable growth in HR processes, with a trend of +32 percent in 2022 compared to 2021. According to the Artificial Intelligence 2023 Observatory of the School of Management of the Politecnico di Milano, however, the gap between large and small companies in the adoption of these technologies is still significant. Indeed, 61 percent among large companies say they have already started at least one project related to AI technologies, while among SMEs just 6 percent have managed to do so.
At the same time, numerous studies and surveys show that this push for innovation is not only desirable but also necessary to support the activities of HR professionals. 96 percent of senior HR recruiters believe AI can support the acquisition and retention of new talent(HR Summit), while 92 percent of HR managers plan to use AI technologies in at least one area of their work within the next 12 to 18 months(Eightfold AI 2022 Talent Survey).
Do we feel ready to use AI in HR processes?
Despite the encouraging numbers there are still several barriers in the adoption and use of AI software tools. Think of the issue of privacy or the judgment regarding AI and its ability to make better decisions than humans. Let us also not forget the often widespread belief that AI algorithms can, by their very nature, carry within them a number of biases. This has really happened in cases of experimentation with AI technologies such as those of Microsoft's Tay chatbot, Amazon Rekognition and Google Photos. This is then compounded by the lack of integration between the various AI software on the market and the ATS and HCM systems already in place in companies.
Bringing innovation to the HR world is a must
All these aspects must be overcome to enable the use of AI tools in the HR world as well. This is a key step in making processes more efficient and increasing their quality in an industry that historically struggles to adapt quickly toinnovation. As much as HR professionals' prejudices or doubts about AI may arise from real issues that existed in the past, it is important to look at the present. Today it is possible to choose safe and reliable AI technologies if one is able to recognize the characteristics that make them so.
At the root of the problem: AI training and the training data set
At the root of the main problems related to AI perception is AI training and the training data set. The latter, in technical jargon, is thelist of practical examples on which a knowledge base or decision-making algorithm is built in machine learning. The quality and heterogeneity of the data set that makes up the training data set on which to "train" AI in the HR world must, even more than in other industries, respond to important issues such as inclusion and diversity. This is the key to being able to build a secure, objective and reliable technology.
AI in HR processes: what is the right ratio?
To meet the challenges of the future of HR, AI can be a formidable ally. Indeed, it allows processes to be streamlined, giving speed-very important in the HR worldtoday-without, however, losing quality. The question to be answered at this point is: what is the right relationship between AI and HR managers?
To stay on topic, I tried asking directly to Dall-E, the AI algorithm capable of generating images developed by Open AI. Here is how he answered us:
In the eyes of the machine, AI is not a replacement of the HR figure, but an enhancement of human performance. This representation perfectly indicates how technology has theenormous advantage of being able to process more data in less time, bringing an increase in the quality factor in the human being's choices and actions. Here is the future that HR has between its fingers: harnessing the potential of algorithms, but with one prerogative: Stay Human.
