Artificial Intelligence in Human Resource Management

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Artificial Intelligence in Human Resource Management

Abstract:The expectations and hype we see around artificial intelligence (AI) today are amazingly overwhelming. Soon we will be talking to our computers, drones will make purchases for us, cars will start driving on their own, and most office workers will only control the operation of machines. Is this so and how real is all this?

        As an industry analyst and engineer who has studied technology for decades, I can say that we are going through a rather interesting stage when, on the one hand, the hype around is much ahead of reality, and on the other, the result can be much more significant than we think. Well, the possibilities at the level of personnel management are simply enormous.

        Despite the fact that almost all HR providers are working on building AI teams, and we all want our system to be smarter and more efficient, it seems to me that the modern market is still too young, and in confirmation of this I would like highlight a few points.

Keywords: artificial intelligence, history of the development of artificial intelligence, areas of application of artificial intelligence, artificial intelligencein human resources.

The Role of AI in Human Resources and Leadership

        It must be admitted that AI is not some magical computerized person, but a wide range of machine learning algorithms and tools that can quickly retrieve data, identify patterns, and optimize or predict trends. Systems can recognize speech, analyze photographs, and use pattern matching techniques to determine mood, honesty, and even personality traits. Algorithms like these do not rely on "intuition" like a human, but they work very quickly and can analyze millions of sources of information in a matter of seconds and quickly categorize them.

        Using statistical data, AI systems are able to "predict" and "learn" by plotting curves of possible decisions and then optimizing decisions based on a variety of criteria. Hence, it's not hard to imagine an AI system that looks at all possible demographics, work experience, and interview questions for candidates, and then “predicts” how effectively each one will do their job (HiredScore, Pymetrics, HireVue, IBM, and others already are working on it).

        Despite the fact that the process itself is much more complicated than it seems, solving this problem is an important and noble deed. Answering a question on this topic a few weeks ago, I noted that “the majority of management decisions are made by us today exclusively on an intuitive level. If such systems make us a little smarter, then we can significantly improve our operational efficiency. "

        Of course, there are many risks and obstacles to be overcome, but the potential is enormous.

Which apps can we expect in the near future?

        In recruiting, many decisions are made intuitively. One study found that most recruiting managers infer a candidate within the first 60 seconds of an appointment, often based on the candidate's appearance, handshake, outfit, or speech. Do we know what characteristics, experience, education and personality traits guarantee success in playing a particular role? No, we don’t know. Managers and HR professionals spend billions of dollars developing assessments, tests, simulations, and games used in recruiting, yet many argue that despite this, in 30-40% of cases, candidates are selected incorrectly.