A human and a robot walk into a bar. And well…there’s no punch line. It’s amazing what robots can do these days. As the AI (Artificial Intelligence) industry continues to innovate otherworldly products, it’s time we get comfortable with the ever-growing abilities of those pesky little robots.
Today, one of the biggest concerns about the growing influence of AI is that more and more jobs will be lost in the future to automation and robotics. While there are some jobs that will in fact be lost to AI, the flip side of that coin is that it will also open other types of jobs in the creation and maintenance of our artificial colleagues. However, the disruption of artificial intelligence upon the human resources niche is not something of future lore, but a present reality.
Today, HR professionals must be willing to experiment with and even master different facets of AI in order to deliver quality results to their respective companies. Investment in AI has grown from $282 million in 2011 to $2.4 billion in 2015, a 746% increase in only five years. In 2016, investment continued to increase with roughly another $1.5 billion being invested in more than 200 AI-focused companies in 2016.
But what are the practical realities that are disrupting the business-as-usual process of HR professionals?
AI in the Candidate Screening Process
Just take a look at Amazon’s Alexa, which is used by over 1.8 million people to control lights, unlock car doors, play music, get the newest stock updates, and more. This intelligent assistant within the home is the model function for the same type of AI being set-up within the HR world.
Numerous start-ups, and even the likes of IBM are investing in these types of intelligent assistants, also known as chatbots. These computers offer algorithms that are designed to mimic human interaction through conversations that help recruit, answer questions, and even train.
There are currently AI tools that can engage a candidate before or immediately after they apply for a job. With the use of these tools, recruiters can efficiently and more quickly assess the viability of a potential new hire.
A More Human Experience
One of the biggest complaints among job searchers today is the fact that they never hear a word from the company to which they’ve applied. No phone call, and no interaction, other than maybe a confirmation email that their information was received. AI and automation can deliver a more compassionate mode of communication by initiating a process that updates the candidate on the hiring steps from beginning to end, whether they’re hired or not. The right process can inform candidates, giving them a better candidate experience, and not leave them wondering if their application and resume were ever even received.
New Hire Onboarding
Imagine unleashing an army of robots to make sure your new hire is properly onboarded, assimilating her into the culture, while maintaining the strict compliance issues of today’s regulatory requirements. These robots can handle paperless forms, initiate the next phases of scheduling, engage the necessary team members, and even measure predictive analytics to evaluate the process from recruiting to revenue-per-employee.
These robots allow HR professionals to do the things that only humans can do, such as tasks that require intuition, creativity, and adaptability.
There is no question that the rise of the robots is upon us. However, instead of being concerned about job loss, it’s imperative that we see the best way to leverage what AI can do, so that humans can do what they do best. The disruption to human resources has arrived, and robots are here to help (or at least that’s what they tell us.)
Ben Olson is the Chief Technology Officer of Essium, a premiere software company that has developed a revolutionary, customizable, onboarding compliance platform named PRYDE. Designed to give HR a STRESS-FREE onboarding experience, PRYDE helps assimilate new employees, and retain personnel long-term.