AI and HR: How to keep the “human” in Human Resources

#AI and #Ml aren’t replacing humans. In fact, these technologies are helping us work toward a more equal and meaningful employee lifecycle.

Ironically, the biggest forces shaking up the HR industry these days aren’t human at all. Artificial intelligence (AI), machine learning (ML), and natural language processing (NLP) are all drastically transforming the world of recruiting and hiring.

Just look at the Artificial Intelligence Index 2018 Annual Report by Stanford University, which shows that the number of active U.S. startups developing AI systems has increased 14-fold since 2000. There is clearly a hunger for this type of technology, but we’re only just starting to grasp what’s possible with these shiny new toys. While we’ve all had our own successes and failures with chatbots, there are some applications of AI and ML that are truly game-changing. Let’s dive in.

Killing Repetitive, Low Value-Add Tasks

And therein lies the paradox of AI technology. At first blush, it seems like these advances are designed to replace human involvement. In fact, it’s quite the opposite. When AI operates like it’s supposed to, it facilitates more human interaction. The goal of technology is not to eliminate people — it’s to eliminate meaningless repetition.

Most HR professionals understand that AI will never replace the emotive, human element in hiring. Instead, it can alleviate tiresome tasks like sourcing, screening, and conducting preliminary interviews. John Feldmann, Communications Specialist for Insperity, says, “This will allow more time for hiring managers to build meaningful relationships with candidates, leading to a shorter time-to-fill and improved employee retention.”

Working Toward an Unbiased Hiring Process

Another landmine in the process of hiring is that of language itself. A psychological tool called the Implicit Association Test (IAT) shows that people’s subconscious word associations indicate bias. “These biases find their way into job descriptions, as well as resume selections. Now, thanks to AI, algorithms can be designed to help employers identify and remove these bias patterns in language they use to improve their hiring communications and welcome diverse applicants,” researchers from the Human Resources Professionals Association noted.

It’s hard to imagine an objectively unbiased hiring process, but perhaps these technological safeguards could help shed light on blind spots in a company’s onboarding process. Think of them as additional lenses of perspective in an HR rep’s toolbox.

Putting Scheduling Nightmares to Bed

Everything from sales demos to phone screens to happy hour with the marketing team can be seamlessly automated. If you just got goosebumps, chances are you’re a project manager or HR specialist.

Boosting Employee Engagement

KangoGift is a tool for giving authentic feedback and praise in a timely manner. The all-digital platform solves the problem of employees not getting the recognition they deserve. Powered by the IBM Cloud and IBM Watson technology, KangoGift makes it easy to set up and manage both structured and on-the-spot recognition programs.

During performance reviews, managers can analyze keywords to view an employee’s recognition history, drilling down into the context and content of each recognition. Applying the same analysis enterprise-wide can pinpoint the buzz around influential people, key projects, and corporate values. And Watson Tone Analyzer and Personality Insights can reveal insights into the communications style of a manager, workgroup, or department.

The Future of HR

Emotive Brand is a brand strategy and design firm in San Francisco.


Originally published at on February 21, 2019.

Emotive Brand is a strategy and design firm: We work with executives to drive growth in revenue, brand, and culture #b2b #tech #b2c #product #growth #branding

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