AI, or Artificial Intelligence, is not a universally valid term. Rather, this designation refers to various technologies, solutions, and machine learning. In recruiting too, this kind of automation is a hotly debated topic. What benefits does artificial intelligence offer in HR? And are these benefits greater than the risks when human capabilities are replaced by smart technologies—especially in areas where humanity normally has top priority?
What can Artificial Intelligence achieve in HR?
Through machine learning, algorithms are capable of independently recognizing patterns in existing data sets. As a result, more and more HR processes are suitable for automation:
- Chatbots and virtual assistants: Chatbots can answer frequently asked questions from applicants about the application process or even schedule interview appointments. They can also respond to recurring questions from employees or provide basic HR information. This relieves HR employees from repetitive tasks.
- Employee development: AI can track the career development of employees and provide recommendations for training and further education opportunities that match their skills and career goals.
- Employee surveys and feedback: AI can conduct employee surveys and analyze the results to identify trends and areas for improvement.
- Workforce planning: AI can help predict future staffing needs and develop workforce planning strategies through data analysis and forecasts.
AI can also be used in the search for suitable talent. However, this point should be critically examined. AI carries the risk of discrimination due to data bias, biased algorithms, and a lack of transparency. Those seeking more diversity in their company should rather rely on their own capabilities instead of machine ones. Moreover, especially in recruiting, it still comes down to personal contacts, transparency, approachability, and understanding. Artificial Intelligence (still) cannot fully deliver all of that. Another unresolved point when it comes to AI in HR is the handling of personal data. In automated recruitment, profiles of applicants are often created to evaluate their suitability for certain positions. It is important to ensure that these profiling procedures are fair, transparent, and non-discriminatory. Data protection is also a key issue—automated processes must comply with data protection laws in any case. Additionally, in Switzerland, under the Data Protection Act (DSG), there is a right to human review in automated individual decisions. War for talents must thoroughly inform themselves and take a clear stance if they want to automate processes.
Modernizing the recruitment process – even without AI
To achieve greater success in talent acquisition, artificial intelligence does not have to support everything at any cost. Modern tools such as Refline’s e-recruiting software, well-thought-out storytelling in job ads, and mobile recruiting are just three examples that help you improve your recruitment process, reach the right talent, and save personnel resources. Because one thing is clear: especially in times of digitalization and the war for talents, HR must take new, modern paths.
Staying human in times of machine learning
Automated yet personal: With our e-recruiting software, you reduce administrative workload by up to 70 percent—without losing approachability, unlike when tasks are taken over by AI. Thanks to innovative technologies, you have the option to send update or rejection emails with personalized greetings. Additionally, the current status is transparently viewable at any time by everyone in the team. You can also save valuable contacts in the software’s talent pool—ensuring suitable candidates are not lost. Try these and many more features for yourself: simply request our live demo, no strings attached.