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Is it time for human resources to embrace AI at work?

The future of AI in HR will be focused on skills-based resourcing instead of role-based resourcing.

US private hiring grew more than expected in December with the labor market still strong despite rising interest rates
US private hiring grew more than expected in December with the labor market still strong despite rising interest rates - Copyright AFP Charly TRIBALLEAU
US private hiring grew more than expected in December with the labor market still strong despite rising interest rates - Copyright AFP Charly TRIBALLEAU

While only 12 percent of firms have, according to one industry survey, advanced their artificial intelligence (AI) maturity enough to achieve superior growth, that number is expected to double in 2024.

One area of application within the business setting is with personnel management, and here some Human resources (HR) teams will seek to use AI to find the best candidates for their open positions. This includes drawing out employee profiling and recruitment insights from generative AI.

How might this manifest in practice as AI advances? Dominic Esposito, Co-Founder and CTO of  Jitjatjo explains to Digital Journal the most immediate application is with selecting and hiring employees.

Esposito states: “The future of AI in HR will be focused on skills-based resourcing instead of role-based resourcing. As companies identify the gaps inside their business, they are becoming more challenged in determining the skill sets they need and less prescriptive about what the actual job title is.”

This is fine in theory, but do the practical realities get in the way – not least current technological limitations. This leads Esposito to say: “Companies don’t have the internal capabilities to do the data analysis, to say, “This person with this resume meets the skill criteria we need.”

Another factor to consider is the exponential growth in the volume of data. The sheer volume of data, coupled with the increasing number of sources it originates from, has led to rapid growth that shows no signs of slowing down – and the business world is no exception, be that primary data or metadata.

AI stands as a potential solution for shifting through the voluminous collection of information. Esposito says: “As the data gets more complex, we’re seeing people lean more towards AI and trust AI because they can’t sift through the data on their own.”

This establishes how AI can potentially help the HR function within the firm. The next question is whether HR managers want this and the degree to which they have faith in novel technologies.

On this, Esposito comments: “The trust in AI is the significant change moving forward. The data and the knowledge gap is so high that many companies are willing to trust AI to make decisions.”

Workers al need to feel comfortable, observes Esposito: “In turn, employees want their preferences taken into account and are more trusting that an AI-powered mobile app or system can do that better than a human.”

AI is increasingly being used in human resources to help drive decisions about hiring, retention and employee development. Esposito is of the view that HR needs to embrace AI and he thinks the use of AI will, in particular, allow HR teams to sift through the data and establish a select group of candidates that fill the needs a company values.

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Written By

Dr. Tim Sandle is Digital Journal's Editor-at-Large for science news. Tim specializes in science, technology, environmental, business, and health journalism. He is additionally a practising microbiologist; and an author. He is also interested in history, politics and current affairs.

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