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Artificial intelligence (AI or AI in English), and associated technologies, such as ChatGPT from OpenAI, which we've heard a lot about recently, are revolutionizing many sectors, including Human Resources (HR).
Between considerable time savings thanks to the automation of certain tasks, and improving performance thanks to data, the opportunities are multiple.
In this article, we will explore how AI and its tools are transforming HR functions by making them more effective, responsive, and tailored to the needs of employees and employers, as long as you are aware and vigilant of associated biases.
Artificial intelligence has the potential to increase HR capabilities tenfold and save them time
Automating repetitive HR tasks
While, according to the latest study by Tissot and Payfit, data entry and re-entry tasks as well as procedures are among the biggest problems for HR professionals, AI can provide immediate value in various aspects:
1. Management of applications
AI and natural language processing (NLP) systems such as ChatGPT make it possible to filter and analyze resumes and cover letters more quickly and accurately. They facilitate the selection of candidates based on company criteria, thus reducing the time spent reading applications and the subjectivity of the process.
2. Interview scheduling
AI-based virtual assistants can automate interview scheduling by finding available time slots for candidates and recruiters, thus avoiding scheduling errors and conflicts, as well as multiple trips back and forth with candidates.
Improving the employee experience
In terms of employee experience, Artificial Intelligence can also give HR many advantages, throughout the employee journey.
1. Onboarding new employees
For example, ChatGPT can be used to create chatbots dedicated to welcoming new employees, answering their questions, guiding them through internal processes and helping them adapt to their new work environment. Here, AI makes it possible to personalize the experience of newcomers according to numerous criteria: level of experience, type of job, contract, etc.
2. Training and development
On the continuing training and development of employees, AI also allows to individualize training programs based on individual needs, by identifying skills gaps and by proposing appropriate resources to fill those gaps.
Conflict prevention and management
If today AI is still perceived with distrust because of its youth, it is not impossible for it to take a predominant place in the company, including to very sensitive degrees such as mediation. Without ever excluding humans, who are the keystone of relationships in companies, AI can nevertheless be used in certain discussions.
1. Sentiment analysis
AI technologies can analyze internal communications and detect signals of discontent or conflict, allowing HR to proactively intervene to resolve issues before they escalate.
2. Mediation
Chatbots can be used to facilitate discussions between employees in conflict, offering neutral solutions and helping to solve problems impartially
Predictive analytics and strategic planning
Finally, AI is above all a statistical tool, a “large database”, which can therefore, if it has enough data available, help to establish forecasts, especially on HR topics.
1. Performance analysis
AI can help analyze employee performance data, identifying trends and predicting potential problems, such as burnout or high turnover.
2. Competence monitoring and management
AI systems can help identify employees with the potential to become leaders, based on objective criteria and by preparing individual development plans to help them move forward in the business.
3. Optimization of the organization of working time
Artificial intelligence can play a crucial role in optimizing the organization of working time, allowing businesses to improve their productivity and to ensure greater employee satisfaction.
Through the analysis of complex data, AI is able to identify the most efficient work patterns, balance workloads, and predict human resource needs.
In addition, AI can make it easier to plan leave, manage absences, and adjust work schedules to meet fluctuations in demand and office capacities, for example.
While the perspectives are endless as to the potential of AI to free up time for HR professionals, it is more important than ever to be vigilant against the biases that it may involve.
AI biases will become an increasingly worrying topic for human resources
Although artificial intelligence offers numerous advantages for HR functions, It is essential to take into account the potential risks associated with AI biases.
These biases can lead to unintended discrimination and compromise diversity and equity within the company; it is therefore essential to be aware of them and to do everything possible to mitigate them.
What are the sources of bias?
1. Bias in training data
The AI learns from the data provided during the training phase. If this data contains historical or systemic biases, AI risks perpetuating these inequalities and discriminations.
For example, in the Gender Shades project, researchers Inioluwa Deborah Raji and Joy Buolamwini discovered that facial recognition technologies from Microsoft, IBM, and Face++ performed better on faces with white skin than those with dark skin. They also observed that these systems were less effective in classifying women's faces compared to men's. The error rate for a dark-skinned woman was 34.7%, while it was only 0.8% for a light-skinned man.
2. Bias in algorithm design
Designers of AI algorithms may unintentionally introduce biases based on assumptions or stereotypes, which can lead to discrimination in AI results.
In particular, these algorithms are criticized for being designed mainly by male teams, which necessarily leads to a specific perception of the world.
What can be the consequences of these biases in HR?
1. Discrimination in recruitment
Application screening algorithms may be biased in favor of certain demographic groups, leading to unintended discrimination against other candidates.
2. Inequity in performance evaluation and promotions
The AI systems used to assess employee performance and determine promotions can be influenced by biases, favoring some employees over others based on irrelevant criteria.
Another example of biased AI is Amazon's automated recruitment system developed in 2014, designed to select the best resumes. However, it proved to be discriminatory against women, as it had been trained on historical data from the company, which was composed mostly of white men.
How do you mitigate the risks associated with AI bias?
1. Use diverse and representative data
To minimize bias, using training data that is diverse and representative of the population concerned is essential, to ensure that AI models are able to process information fairly and impartially.
2. Involve multidisciplinary teams in the design of algorithms
When it comes to algorithm design, it is recommended to involve multidisciplinary teams, made up of people with diverse backgrounds and an understanding of ethical and social issues related to AI.
3. Conduct regular audits of AI systems
Finally, companies must conduct regular audits of the AI systems used for HR functions, in order to detect and correct possible biases. This may include evaluating AI outcomes and processes against principles of equity, diversity, and inclusion.
To summarize, artificial intelligence and tools such as ChatGPT are disrupting Human Resources functions, improving operational efficiency, automating administrative tasks, and therefore allowing HR professionals to focus on more strategic aspects.
AI also has a positive impact on the employee experience and can facilitate recruitment, training, and conflict management processes.
However, it is more crucial than ever to consider the risks associated with AI bias to ensure equity and diversity within the company. By using diverse and representative data, involving multi-disciplinary teams in designing algorithms, and conducting regular audits, businesses can reap the benefits of AI while minimizing risks.
Thus, Human Resources can take advantage of AI to improve the organization and well-being of employees, while ensuring that an ethical and responsible approach is maintained.
