The future of HR will either be or not be AI. Such is the conviction of many global leaders who see artificial intelligence as a kind of super assistant with the ability to save time and make more reliable and relevant strategic decisions. So what can HR professionals expect from AI in their daily lives? In what situations can tools like ChatGPT save their precious time?

AI in HR professions: what are we talking about?

What is AI?

For the [European Parliament,](https://www.cnil.fr/fr/definition/intelligence-artificielle#:~:text=Pour the European Parliament%2C constitutes, planning and creativity.")Artificial intelligence (AI) is any tool used by a machine to “display human-like capabilities such as reasoning, learning, planning and creativity.” Thanks to artificial intelligence, machines can work efficiently by quickly analysing large amounts of data and solving problems through learning (supervised or unsupervised).

This is especially the case with machine learning such as ChatGPT. It is able to spot patterns and process them like a human to produce an appropriate result from the mass of data at its disposal. With deep learning, a subgroup of machine learning, AI goes even further. This machine uses a combination of artificial neural networks inspired by the latest discoveries about the human brain and also processes large amounts of data.

In more concrete terms, we can reasonably expect AI to create content (text, image, table, video), summarise documents and analyse data, predict certain situations and help make decisions.

What can AI offer HR professionals?

Artificial intelligence has several benefits for HR professionals. Some of the main ones are:

• Time savings Tools equipped with AI can be used to automate repetitive and low value-added tasks (e.g., create and update the staff directory), alert HR to a problem (e.g.: a number of negative reviews on job sites) and summarise a document such as a draft law.

• Strategic decision-making. AI assesses risks and opportunities by comparing a situation at a given time with other situations and the outcomes of those situations.

We should point out here, as Yann Le Cun, a specialist on this topic says, AI is not intended to replace humans, but to act as a kind of super assistant. It is therefore not supposed to do away with jobs, but to transform them by redesigning the roles of positions whose tasks can be automated by an artificial intelligence machine.

What are the issues with AI for HR professions?

AI certainly looks very attractive on paper, but it does raise some questions and issues:

• Data security Should we share sensitive data with AI? How can we be sure that the information is safe? Some experts recommend caution.

• Ethics AI does not consider emotional, physiological and sociological factors because it is not given this data for ethical reasons.

• The mass of available data  In order to feed AI, it needs to receive sufficient data. Some queries may therefore be limited.

• Training in AI It is important to know how to use AI and master the art of the prompt to achieve results that meet your expectations. This involves being able to determine the elements that we want AI to analyse and give it a result (ex: When you see the word “illness” in a document, you complete such and such a table).

4 situations in which you can use AI as a HR professional

Recruitment

AI can be used at different stages of the recruitment process:

• To define the ideal candidate. The managerial brief allows you to gather raw information about the position to be filled, the skills, motivations, qualities and experience sought. Based on these elements, AI can create the snapshot of your ideal candidate.

• Writing a job offer. If you want to make your ads more attractive and compelling, AI can advise you by comparing your ad with others that have been successful. It is able to adopt a tone of language and structure your ad based on your templates and guidelines.

• Candidate sourcing. You can ask the AI to generate boolean search queries that target the right candidates on social media and search engines based on the position to be filled and the profile you are looking for.

• Automatically reply to candidates. AI is able to write a personalised message.

• Analyse applications With AI, you can list the information about the job to be filled and the most important criteria. AI then uses them to generate a score card that includes the relevant criteria from an application and an evaluation scale for each criterion.

Training

AI can save training managers time and improve efficiency with the following tasks/missions:

• Training design In the research and ideation phase, AI can help to explore, frame a subject and challenge ideas. It can also create a structured educational script based on specifications. Generative AI can also produce ****simple content (scripts, videos, texts…) basics.

• Create evaluation forms. As soon as the AI has all the information (goal of the training, evaluation criteria, etc.), it can create an evaluation form.

• Administrative management. Artificial intelligence can automate repetitive administrative processes such as data entry, file and form management and dashboards. It can also organise training schedules.

The employer brand

Faced with the difficulties encountered by many companies in attracting, recruiting and retaining talent, it has become more important than ever to hone your employer brand. The studies are unanimous: organisations with a well-liked employer brand attract 50% more qualified candidates (Link Humans study). AI can be a great assistant to help HR professionals manage and optimise their employer brand. In concrete terms, we can expect this intelligence to help:

• Find content topics to share based on the employer brands of the most appreciated companies and the specificities of the organisation.

• Automate responses to social media comments.

• Create automated content taking into account company events (text, image, video).

• Analyse the employee experience. AI can help you brainstorm to improve the employee experience based on a company’s goals and its current situation.

• Alert HR to react immediately in the event of an incident (e.g. If there are repeated negative reviews on job sites).

Onboarding

The average cost of failed onboarding is €7,000 (Workelo study). A smooth integration process is therefore essential for any company that wants to optimise its recruitment costs and strengthen its employee experience. Once again, AI can help HR managers in several ways:

• Automatic transmission of key information to new employees (e.g. login credentials).

• Personalised communication (e.g. by connecting it to the staff directory, AI can help with writing a welcome message).

• Support in detecting the needs of new arrivals. By providing clear reasoning to be conducted in the presence of information, AI can, for example, alert HR when an employee has not received access to the company software.

In short, if you can master the tool, AI** may well turn out to be a genuine ally for HR professionals in the following situations:

• Recruitment

• Onboarding

• Employer branding

• Training

• HR administrative management