Pros and Cons of Artificial Intelligence and How It's Transforming HR

Double exposure of  businessman hand working with new modern computer and business strategy as conceptAI has been around for a while now, yet it's still not taken as seriously as it probably should be. Artificial intelligence analyzes huge amounts of data to generate responses and information very similar to that of a human being. However, AI does it much faster.

As it entered the world of HR, artificial intelligence became the reason for many debates and discussions. After all, this technology certainly has its advantages and disadvantages that should be taken into account by any company looking to adopt it for its HR department.


Pros of AI for HR Departments

First, let's discuss the many benefits AI has for the HR department. Artificial intelligence has largely appeared in the form of chatbots, video interview platforms, and even smart tools for crafting ads when it comes to HR. What can these bring to the table?


1. A Streamlined Process

Most companies that don't have an HR department are probably used to making the most out of such recruitment services as JazzHR and don't know about all the struggles of recruiting new employees. There are many problems that arise during the process and have to be dealt with on a regular basis.

AI, on the other hand, allows you to save time and money streamlining the process. They improve the effectiveness and efficiency of choosing candidates by gathering a lot of data and analyzing it. For example, chatbots can be programmed to ask candidates certain questions before the actual interview even begins. Then, incompetent candidates can be eliminated much faster.


2. Less Human Biases

According to research, the number one concern for most employers is the failure to recruit top talent. Unfortunately, human bias still plays a huge role in recruitment making it very hard for the process to be fair entirely. Often, even unconsciously, some candidates are chosen over others based on their age, gender, race, appearance, and whatnot rather than solely on their skills and experience.

Artificial intelligence solves this problem easily. AI is like that independent judge that doesn't have any bias towards the candidate as well as any stereotypes about them. Such technologies analyze the competency of the candidate based completely on their knowledge and skillset.


3. Improved Candidate Experience

Candidate experience is a very important factor for those applying to a position in your company. In fact, 78% of the surveyed say that candidate experience shows them how employees are treated in a particular organization. Most of the time, however, the HR department is busy with a multitude of tasks which results in longer response times and poor candidate engagement and experience.

AI technologies in the form of chatbots and virtual assistants can improve this aspect dramatically. By giving your applicants a channel to interact through with your company, you will provide them with the experience they were looking for and make them favor your company over others.


4. Allows You to Invest In Other Aspects of Your Business

Directly related to the previous point, AI allows your HR department to focus on other tasks as it now has more free time. Such aspects of your business as a work environment, company culture, and so on can be perfected while AI takes care of the recruitment process.

Moreover, not only time can be redirected for other purposes but also money. Your budget will now become smaller and less demanding making your work more realistic and saving you the headache of counting your numerous expenses.


Cons of AI for HR Departments

Just like anything else, there is another side to artificial intelligence tools used by HR departments. For some companies, these disadvantages may outweigh the benefits while for others they will seem insignificant.


1. Too Dependent On Certain Keywords

AI is currently too dependent on certain keywords. When it scans the piles of applications, it looks for words and phrases that help select the best candidates for the position. However, those who are familiar with how AI works can easily outsmart and trick it by using these very keywords in their applications and making themselves look fit for the roles that they actually aren't fit for.


2. Less Human Involvement

Just as this point is a pro, it is also a con for AI. Sometimes, looking at an application is not enough to determine whether or not someone is fit for the role. The company may be pursuing certain goals when looking for the right candidate and a machine will not always be able to follow them.

Think of it this way: you need to translate a document and you can either do it with an automatic translator or by hiring a professional. A program will misinterpret many phrases while an expert from an online translation service such as The Word Point will know what was meant by certain word choices in the text.


3. Reduced Accuracy and Reliability

AI is still being developed and it is far from being perfect. Not everything that AI technologies give you is entirely accurate and artificial intelligence is not something you can rely on entirely. You can also program the tool you are using incorrectly or not take into account all the factors which will result in misinterpretation of candidate applications and talent will be lost.


4. Requires an Improved Skillset

According to the 2018 Global Human Capital Trends report, only 31% of respondents are ready to address AI. Implementing such technologies into your HR department requires your professionals to improve their skill set and not everyone is ready to do that. Upgrade your staff's skills will cost time and money and obviously not every company is willing to do this.


5. Not Always Possible To Implement It

Just like the members of HR departments are not ready to improve their skills, companies feel that they are not capable of implementing AI into their workflow just yet. Any kind of major changes requires a lot of attention and resources that some companies simply do not possess.

What this means for AI technologies is that they are not likely to be adopted massively anytime soon. Decades may pass until all the big and small businesses decide to switch to AI for their recruitment processes or even start using it in other aspects of their workplace. Change doesn't happen instantly, after all.


Final Thoughts

All in all, we can say for sure what awaits us in the future with AI taking over so many aspects of our lives including HR. In fact, it is much more present around us than we think. Perhaps it is time to embrace all these changes and look into the future with hope rather than with fear.


New Call-to-action

About the Auth0r: Frank Hamilton is a blogger and translator from Manchester. He is a professional writing expert in such topics as blogging, digital marketing and self-education. He also loves traveling and speaks Spanish, French, German and English.



Related Posts

3 Technology Trends Disrupting the Human Resources Industry Read Post Will People Analytics Make HR the Most Data-Centric Department? Read Post [INFOGRAPHIC] Big Data: What Is It & How To Use It In Talent Acquisition Read Post