For HR users, AI represents a possible means of automating talent profiling and screening possible candidates with smarter ranking processes.
In addition to the specific platforms needed to run HR functions, department professionals also have to anticipate the trends of major technologies that will impact HR as much as other aspects of business. Artificial Intelligence (AI) is a recognized force among modern technology firms, and has possible implications for the HR world as well.
On a list of 10 trending “buzzwords” in the tech world for 2015, “artificial intelligence” showed the highest growth among job postings, increasing by more than 25 percent in recent months. This stands in contrast to a more established term like “big data,” which, as common as it is, was dubbed the “biggest loser” for new tech job terminology.
For HR users, AI represents a possible means of automating talent profiling and screening possible candidates with smarter ranking processes. Writing for Diginomica, Brian Somner notes that AI processes run the danger of accidentally discriminating, since they are often based on the current employee population and not newcomers.
“The end result is that a company would perpetuate its existing hiring biases and choose to ignore the vast numbers of potentially great employees,” Somner warns. “Managers might rely on a tool that would automatically and mechanically weed out otherwise potentially valuable candidates.” He also writes that this extends to possible litigation concerns if it doesn’t work correctly.
An HR system selection consultant will help HR managers oversee onboarding, a crucial resource when newer technologies are being introduced. Before this occurs, these same collaborators can also help plan out the future implementation so it’s as seamless as possible and leads to better processing.