Artificial intelligence (AI) is becoming an everyday tool for many different industries – including human resources. In the past few years, AI in HR has shifted from an emerging to a commonplace technology and it doesn’t seem to be coming to a stop. Ninety-two percent of HR leaders plan to increase their use of AI in at least one area of HR, according to a survey from Eightfold AI.
While some HR leaders have fully embraced AI and other emerging technology, many are still not fully on board with the idea of AI in HR and automating parts of the hiring process.
Some may use AI in HR and hiring decisions every day. Some may steer away from the idea of AI altogether for fear that the rise of automated technology will put them out of a job.
Here are three things that all HR pros should know about AI, regardless of what side of the coin they’re on.
Streamlined and simplified decision-making
AI can be a game-changer for overwhelmed HR departments. Some benefits of AI are:
- Automation: AI in HR can save you time – and frustration – by automating those tedious, high-volume tasks like screening resumes
- Job matching: Some AI tools help match you with the best-fit candidate, which can improve the quality of hire and may even lead to better retention, and
- Decision-making: AI can help aid you make decisions about hiring and other choices by analyzing data.
Tip: Assess what your needs are and trial different AI tools before coming to a final decision. There are many different tools and one size does not fit all when it comes to what a company needs.
AI is not without its problems, though. AI has learned to inherit some human biases, meaning that there is a risk of discrimination when using AI to make hiring decisions.
Some states have already begun to put restrictions on AI in hiring to reduce bias. New legislation in New York requires businesses to audit automated decision tools for hiring and to disclose their use to job candidates or employees no less than 10 business days before they’re used.
Tip: As AI in HR and beyond becomes more common, more regulations and restrictions may be put into place, so it’s a good idea to review guidelines and legislation before implementing AI in any process.
On Oct. 4, the White House unveiled an “AI Bill of Rights” blueprint, a 73-page document that aims to give guidance on avoiding bias and discrimination when using AI and ensuring that data is protected.
The document lists five areas of protection for U.S. citizens when it comes to AI:
- System safety and effectiveness
- Algorithmic discrimination
- Data privacy
- Notice and explanation when an automated system is used, and
- Access to human alternatives when appropriate
In addition, it lists employment as one of the “sensitive domains” that require enhanced protection and privacy when it comes to data. The blueprint recommends sensitive employment information is only used when strictly necessary and anything not necessary should be optional.
Tip: Keep as little sensitive data as necessary and keep it as secure as possible, both externally and internally.