Artificial Intelligence technology has made an effective impact on all the fields of the world. AI is being used in various sectors these days from agriculture to healthcare it has made its impression in every small sector. Similarly, it is also used in the interview process by using its advanced skills of decision-making and accuracy. This article will discuss the role of artificial intelligence in the human resource management process.
What is AI in HR?
Artificial intelligence in HR refers to the implementation or usage of AI technology in the process of recruitment. It enables HR to make the process more efficient and effective by using machine learning and algorithmic approaches. Hence it makes the process very accurate, quick, and easy.
Impact of AI on recruitment
AI technology has to be used in recruitment during Covid 19 due to the lockdown effect. The whole world was shut down but the process and work had to be restarted after certain days that is when AI was utilized. Due to medical norms, the interview process was not able to be done in a traditional pattern, the digital mode of the interview was conducted virtually for the hiring process.
During the process, AI was used in the resume screening process. Where an AI-based tool can shortlist the candidate resumes by matching the skills and job description with the resume, which is less time-consuming and gives a fair selection. Another usage was to predict the future input of the candidate to the organization, though it is decided by the individual performance. 76% of HR believe that no usage of AI in the process will lead to low progress in the organization.
AI Recruitment tools
There are n number of AI tools used for serval purposes, here we will discuss some of the most used AI tools in the recruitment process-
- Juicebox AI (PeopleGPT): It is an AI tool more or less similar to ChatGPT, in ChatGPT we search for the information whereas in this we search for the right people. Isn’t it crazy? Yes, we can search for the right and appropriate candidate by just entering the prompt with the specification and specialization, the AI tool we search for the match and you get a list of candidates in a few minutes.
- Effy AI: This AI tool is used in the performance management of the employees in the organization. With its inbuilt model and design, it can store the information of each employee and the work history in a secure and centralized format. It can also automate the HR process like onboarding with automated paperwork. By also having the ready-to-use templates and report generation which will eliminate the use of spreadsheets.
- Leena AI: The AI tool that is used to cover all the information of an employee from the day of entry to the last day of exit. It is a virtual platform to empower the employee’s experiences and also for the smooth functioning of the HR process. Some unique features of Leena AI are the engagement of employees, Onboarding, HR workflow, etc.
- Eightfold AI: this AI tool is used in the source application and also to maintain diversity in the work. The candidate’s profile matches the job requirements and analyses the career path of the employees. It is easy to use and the integration with LinkedIn will make the process more effective.
- Anodot: This AI tool is useful for HR in managing the workforce. It provides reports on the business and real-time trends to take action according. It also includes strategies, periods for hiring, and alert messages if there is a critical change in the path.
Conclusion
In short, Artificial intelligence is not just the technology it is also the change maker in all possible fields. Utilization of AI tools in Human resource management can be a strategic approach to finding the right person for the position. Human HR cannot be replaced by AI as it can provide only tools to make the task easier but the analysis of the person’s behaviors is not easy for AI. Hence human judgment and strategic thinking are important in the hiring process. HR processes by including AI can make organizational recruitment faster and more efficient.