3 Most Common Uses of Artificial Intelligence in Human Resources


From the consultant Gartner have identified the three most common cases of use of Artificial Intelligence in the field of Human Resources and the processes of personal selection in companies.

As in other areas as multiple and disparate as health, commerce or finance, Artificial Intelligence implies juicy opportunities for companies to improve the employee experience and make Human Resources departments more effective, using it’s increasingly sophisticated algorithms, machine learning, or the power of Big Data.

From the consultant Gartner stress that 23% of organizations that were already piloting or using Artificial Intelligence, were doing in the area of ​​Human Resources and recruitment of personnel “in areas such as talent management, service provision of human resources and the management of the labor force “, as Helen Poitevin revealed, vice-president of investigation of the company.

Typically, AI is demonstrated in the Human Resources domain after demonstrating value in other business areas. Gartner highlights in a recent report the three most common cases of use of AI in HR and recruitment.

Gathering of talent

In the media, news usually appears regarding the discriminatory bias of the algorithms or the fear that they will assume the entire hiring process. “We recognize that none of the technology providers or organizations that seek to apply artificial intelligence in the recruitment domain pursues that goal,” he said. Poitevin

From Gartner explain that recruiters who use AI start analyzing the labor market, identifying skills, detecting skills and capturing biases in job descriptions and the classification of candidates. Human resource recruiters use chatbots to schedule appointments or answer common questions.

Organizations with a large volume of candidates, or those struggling to find specialists or other rare profiles, are likely to invest in AI technologies, which will be able to analyze and interpret candidate responses, as well as predict the degree of adjustment and performance of candidates. the candidates for the current vacancies. They will also perform repetitive administrative tasks.

Commitment monitoring through voice analysis

The Voice of the employee (VoE) analysis is the second most popular domain area that attracts departments to analyze employee engagement. From Gartner they give the example of an organization that could discover that a fall in the commitment of a group of employees was actually due to problems with the work uniform, something that could be solved in a direct and simple way. “This helped the organization to avoid unnecessary, expensive and unwanted waste,” they stress.

Instead of relying solely on surveys, human resource leaders are also interested in detecting, analyzing and reporting on the sentiment and attitudes expressed through more communication channels of employees. For example, they can view employee social media feeds, or conversations and comments in internal collaboration tools. The objective is to identify what employees speak positively or negatively, as well as the topics that are mentioned most frequently. Another key point highlighted by Gartner of the use of AI in this area is monitoring the health of its corporate culture.

Modern VoE tools that take advantage of artificial intelligence technologies use a variety of natural language processing techniques and textual analysis to analyze attitudes and obtain information from text-based responses. This can be especially useful in times of significant changes, such as major restructuring, new leadership or a new corporate strategy.

Virtual assistants of Human Resources

The virtual assistants of human resources are still in an early adoption stage. However, the expectation is that there may be a unique interface for each HR process imaginable – such as responding to employee inquiries, providing information about talent metrics or performing the steps of the process workflow.

For the moment one of the most significant uses is that of chatbots for customer service contact centers. The companies that have implemented them have been characterized by a strong adoption by employees.


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