Why AI Doesn't Mean Taking The 'Human' Out Of Human Resources - Analytics in HR

Why AI Doesn’t Mean Taking The ‘Human’ Out Of Human Resources

Artificial intelligence, commonly known as “AI,” is a popular buzzword these days. Some of us hear the term AI and picture of a dystopian future where...

Artificial intelligence, commonly known as “AI,” is a popular buzzword these days. Some of us hear the term AI and picture of a dystopian future where people lose jobs and control to robots who possess artificial — and superior — intelligence to human beings. Others are more sanguine about our ability to control and harness technology to achieve more and greater things.

While it’s impossible to predict how exactly AI technology and capabilities will evolve, the fact of the matter is that AI is no futuristic science fiction; it is here today in many forms and manifestations. And AI exists in areas you may not necessarily think it does — such as in HR departments where the technology actually helps place people in jobs rather than make them redundant.

I recently spoke to Brett McCoy, head of Employer Brand and Recruitment Marketing Strategy at Alexander Mann Solutions, a leading recruitment process outsourcing company. He explained how his firm offers AI solutions to solve human resources challenges and problems.

McCoy told me, “My colleagues and I believe that AI, when applied properly and under the proper strategy, will deliver candidates an exceptional experience [and help ensure] hiring managers they are getting the best [job candidates]…AI, and automation in general, should not simply be looked at as a replacement for people in the hiring process, but instead, [as helping to] move people (recruiters) from repetitive tasks to having more candidate conversations and building long term candidate relationships.”

In short, McCoy believes that AI is a tool that more companies could put into place to help them (a) automate repetitive and mundane aspects of the recruiting process, (b) improve the job candidate experience and (c) improve the candidate application experience, in part by reducing bias during the recruiting process. He gave me three examples of how Alexander Mann’s clients leverage AI technology today to do just that…

 

Click here to continue reading Georgene Huang’s article.


Join the Conversation