AI in HR – the Need for Balance

Tom Teluk

13 May 2024

Artificial intelligence will not replace the human factor in HR departments. AI is supposed to serve humans, not vice versa. Therefore, companies should implement a sustainable strategy to regulate the above relationships.

According to ZDNET , Valoir Incorporated research shows that only 16% have any policy of ethical use of Artificial Intelligence. At the same time, IT departments cannot cope with the pressure that forces them to adapt to new market requirements as quickly as possible. Nearly 90% of IT specialists cannot cope with the number of tasks related to the implementation of this type of solutions in the company.

Naturally, companies are in a hurry to maintain or gain an advantage in the market. However, they lack the knowledge and resources to do it efficiently. Where is AI best suited for HR? Undoubtedly in recruitment processes. Therefore, every second company surveyed by Valoir intends to use AI for recruitment purposes in the next two years.

Does the adaptation of AI systems in HR carry risks? Some experts, such as Tess Lumsdaine and Jonathan Isaac from Baker McKenzie , believe that AI has huge potential in HR, especially when it comes to automating repetitive tasks previously performed manually.

However, human resources are the most valuable assets of an organization. Therefore, AI can help people in the organization increase the efficiency and effectiveness of the decisions they make, saving their time. AI will facilitate matching in recruitment, better matching candidates’ skills to the workplace. It will also help identify problems where there is high employee turnover.

However, you can’t blame AI for bad decisions. Artificial Intelligence will never replace humans. It does not have his emotions, depth, discernment, empathy. Contact with a computer will never replace communication with a living person. Let’s appreciate AI, but let’s not overestimate it. The reference point for implementing AI in HR must always be human well-being.