Technological advancements are changing the world. They have impacted us in multiple ways – in both our personal and professional lives. One of the most intriguing and perhaps exciting areas of advancement is in the realm of Artificial Intelligence (AI). Despite being a concept since the 1950s, over the past 10 years, AI has evolved to include what are referred to as bots. These bots exist across the technologies we use every day, including on our phones and in our homes.

And like many new technologies that began as useful tools primarily used in our personal lives, bots are now being used more and more in professional settings.  Bots are now being incorporated into Human Resource Management, providing us answers to questions about data that was previously difficult to access and understand. So how does AI impact HR beyond just bots?

The role of Human Resources Departments has grown over the last several years. Ten years ago, HR analyzed and reported on, simple metrics.  How many people were terminated last month?  What are our current employee demographics?  How many people did we hire this month?  Last month?  And as analytical and reporting capabilities have improved, HR has progressed beyond simple metrics to using analytics to answer more complex questions relative to performance and results.  Today, machine learning is the next revolution in Human Resource Management – beyond bots – is changing the HR landscape yet again.

Machine learning, which is a component of artificial intelligence, is the ability for computers to learn over time using complex models and algorithms that provide predictions by learning and discovering and identifying previously hard to determine relationships and patterns.  AI and machine learning can positively impact our work in ways previously unheard-of ways.  Years of data combined with artificial intelligence and machine learning allows us to enhance our predictive capabilities, especially in the field of talent management.

As talent data and skills required for positions are measured, hiring managers and supervisors can look beyond traditional hiring metrics. By combining an applicant’s knowledge, skills, and abilities with an applicant’s behavioral traits, hiring managers can better identify those candidates that are more likely to succeed in a given role. This is achieved by analyzing data collected on both high and low performers, then comparing the results against applicants to determine those that are most likely to succeed within an organization.  And the results for science driven approaches to hiring have been shown to reduce turnover, higher job satisfaction, and better performance.  

Ultimately, technology advancements in Artificial Intelligence can transform Human Resources. With AI’s ability to manage massive quantities of data and offer insight through machine learning, today, more than ever, Human Resources Departments can provide greater value to organizations through better insights into employee performance, better employee engagement, increased employee satisfaction, and improved retention.