With changing employee expectations, HR departments need to rethink their view of the employee experience in their HRIS. What role does AI play in this equation and how can AI and HR be effectively combined?
What are the different types of artificial intelligence?
The term artificial intelligence covers a wide range of modalities, from machine learning to large language models. Let’s take a moment to define these terms:
- Machine learning: AI modality that aims to provide the ability to learn from data without explicit programming.
- Artificial neural networks: Information processing designed to recognize complex patterns in data to classify and predict events.
- Natural Language Processing: Branch of machine learning that focuses on human language recognition.
- Large Language Model: Statistical calculation models designed to anticipate the next word or phrase based on huge quantities of data.
The impact of AI on key HR activities
Each AI modality can be deployed to facilitate one of the HR processes. Here’s a visual that brings together the business and its AI ally:
AI in onboarding
Retention of new employees occurs at the start of the collaboration and is a major concern for HR teams. Studies show that 86% of employees decide to stay or leave within the first few months with the company. Yes, employee onboarding is a key determinant of their future with the company. If it is not successful, the employee has very little chance of continuing the collaboration.
AI in the recruitment process
Let’s start at the beginning of the HR process. Every employee starts by applying for a position. So the experience you offer the candidate begins the moment you give them a chance and they arrive at the interview. With artificial intelligence, it is possible to offer remote testing, conversational chatbots and to track applications through an automated system (ATS). This way, the data collected can be used to evaluate candidates faster and more accurately. The initial steps of the talent acquisition process, which are usually monotonous, boring and often tedious, can be done remotely and calmly. With AI tools taking care of the preliminary tasks of searching, screening and matching skills, human recruiters can channel their energy into converting the right candidates into employees.
AI to improve training
With AI, organizations can move away from traditional HR and e-learning systems and outdated LMSs (Learning Management Systems) to immersive LXPs (Learning Experience Platforms). Playful, dynamic and proactive content based on AR (augmented reality) and VR (virtual reality) is changing the way we think about organizational learning. It’s called machine learning or deep learning. In addition, employees no longer need to stick to established learning methods. They learn when, where and how they want by regulating the modules, pace and format of learning? And without even realizing it, they adhere to the company’s strategies and the team’s broader objectives. Learning can now become a fun and enjoyable activity rather than a chore.
AI in employee insight and engagement
With AI, organizations can now focus on personalized and individualized engagement strategies. This is in line with the current mindset. Employees want to focus on actions that speak to them, things they’ve thought about as a group. In 2017, 77% of respondents among French employees told Roadoo they wanted more recognition. Thus, it is important to know the pulse of the entire team. Today, there are algorithms and AI tools that help organizations gauge employee well-being. We can now access the real-time mood of a team based on the words and emojis used (on Slack, for example). It’s time to engage every employee so that their only smileys are 😁, 🚀, and 😍. And thanks to data mining and AI-based analytics, it’s possible!
Read our complete report“AI for Talent Management“.
