As more tasks are automated with technologies like artificial intelligence, jobs that still require human intervention are becoming more valuable and harder to fill. This makes the work of enterprise HR teams challenging. A recent survey of HR professionals found that among their biggest challenges are finding high-quality candidates, retaining their best talent, and increasing employee engagement and retention.
Overcoming these challenges means becoming more effective at finding, retaining and developing employees. To do so, enterprises can use intelligent automation for HR activities. With the help of AI-based HR automation, enterprises can monitor not only their internal workforce, but also the job market to find talent to meet their evolving needs, to ensure they are performing to the best of their abilities.
By doing so, they are able to continuously track multiple variables related to their recruitment process, the job market, their current employees, and the enterprise's overall business strategy. And by using all this data, HR personnel can make the best possible decisions to manage their human resources to help their overall organizational strategy.
1. Robotic Process Automation
The repetitiveness of many jobs can be reduced by the first AI in HR tool: robotic software called Robotic Process Automation (RPA) that relieves employees of tedious busywork to perform more meaningful and interesting tasks. An example is resume screening and scoring. AI can select top candidates from a large candidate pool, match resumes to job requirements, then notify candidates and schedule interviews—or send rejection letters. The sophistication of AI tools in HR enables complex decision-making while streamlining processes.
Onboarding is another phase where AI may streamline HR procedures. Each employee may have different credentials and papers to complete depending on their department and job. An RPA system can quickly identify and access the appropriate forms for each employee by offering an automated intelligent process.
The system as a whole allows employees to make work more engaging, allowing them to get back what they need—creating a more productive (and happier) workforce overall.
2. Cloud-based HR platform services
Cloud-based providers like Google or Microsoft offer a suite of services that large companies can pick and choose to customize their HR tech tools. Predictive analytics, for instance, can be helpful if your business wishes to invest in employee engagement. By reading data from across the organization, a program like this can predict potential flight risks, identify dips in productivity, and target employees ready for growth opportunities.
This type of intelligent tech can help reward employees, as well as help, attract and retain talent by identifying patterns in employee data. The benefit of a cloud-based system is accessibility; These types of services offer mobile apps, make HR services available on the go, and are convenient for all employees.
3. Data Workbench
Data silos occur when departments within an organization use different systems that cannot communicate with each other. They can also happen in an employee's workflow when switching between platforms. Keeping data separate in their separate systems means HR departments don't set one data against another.
One solution to this is Data Workbench. For example, one model is a platform that integrates data from different sources, whether online or offline, enabling companies to compare data from different systems and create analytics based on the complete picture. This AI-assisted technology helps companies identify patterns among disparate data and generate strategic insight.
4. Microservices
Companies that want to use AI to target specific processes but don't want to overhaul their entire systems can engage in microservices. An example of a microservice is Traitify, which provides intelligent assessment tools for candidates, replacing traditional word-based tests with image-based tests to assess personality traits that are best suited for specific job roles. When HR teams find a specific need in their hiring (for creating efficiency or for better data-driven decision making), microservices are a great way to test AI tools.
5. AI is the first suit
This type of AI tool in HR is designed as a comprehensive intelligent system, providing predictive data and engagement strategies to engage candidates and employees throughout the employee lifecycle. One example is Ascendify, which offers services from the start of hiring through tasks such as analyzing the best candidate referral sources.
6. Embedded AI
Many technology services have built AI software tools into their platforms. An example is Pandologic's pandora, a complete programmatic recruitment software. This system automates job ad posting as intelligently as possible to optimize the entire process, increase efficiency, and target quality candidates based on data.
It uses powerful AI algorithms for multiple tasks that HR professionals undertake daily, from budget optimization to job classification using natural language processing. With embedded AI, every step of the job advertising process has a built-in AI component that quickly and efficiently finds quality candidates and makes more intelligent decisions along the way.
Conclusion
With the job market evolving at a rapid pace, the work of HR managers will only get harder as time passes. Moreover, the competition among employers to acquire the best talent available will only get tougher.
Enterprises that follow a reactive approach toward HR management will continue to fall behind those that take a more proactive approach. AI based mobile apps And the first step towards taking a proactive approach is adopting technologies like artificial intelligence for HR automation.
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