AI in HR: How AI is changing the TA & HR landscape

Over the last few years, AI has become increasingly sophisticated and offered significant benefits for professionals across a variety of sectors. As businesses face heightened pressure to stay ahead of the competition in such a fast-paced market, operational efficiency within HR & TA functions is a must-have. From candidate screening to data-driven decision-making, using AI responsibly can have numerous benefits for organisations. However, it’s critical that AI is implemented in an ethical and impactful way, guided by governance to enable growth in a way that elevates your existing workforce.

More than ever, it’s key for businesses to implement AI based on use-cases that truly reflect their needs. This guide provides valuable insight into the role of AI in HR and key considerations for HR & TA professionals. Launched alongside our AI Readiness Masterclass, the guide covers crucial information every HR leader should know. 

What is the role of AI in HR & TA? 

AI is revolutionising how organisations manage their people and is helping teams to work faster and smarter. AI can support HR and people leaders by automating a variety of repetitive tasks, as well as identifying talent trends to support decision making across the employee lifecycle. Deployed responsibly, AI can enable better decision making, improved quality of hire, administrative efficiency, and more.

What are the benefits of AI? 

• Improved quality and efficiency: AI can be used to automate or augment tasks such as applicant screening, onboarding, skills gap identification, document verification, and more. 
• Enhanced employee experience: AI engagement tools can easily manage performance and learning with personalised learning paths for every employee. 
• Accelerated business growth: AI technologies are unlikely to slow so HR leaders must invest in Employee Value Proposition, learning and development and employer branding to attract and engage the human talent needed to enable growth.

What are the challenges of AI? 

• Implementation complexity: Any tech tool implemented in an organisation always has resources and cost attached to it and that's no different for AI at scale. Integration, infrastructure, and internal training should all be considered. 
• Employee resistance: Managing change in any business can be challenging. Educating employees on how AI will be used in the business can help proactively address potential concerns. 
• Limited explainability: AI systems can often make decisions without indicating how they arrived at those conclusions. In HR, this can become a challenge especially in relation to promotions or performance. To address, organisations should ensure the AI systems they implement are audited for bias by a third party.

Why should HR & TA leaders understand AI? 

• Business implications: AI has significant business implications for HR & TA leaders. Understanding the impact of AI is far-reaching with almost no department, sector or role untouched. Elevating AI knowledge can not only make it easier to use but also help support growth goals. AI can reduce time-to-hire, improve quality of hire, and even standardise HR decision-making. When aligned with business goals, AI empowers teams to become strategic partners.
• HR use-cases: Discover how to identify your own need for AI tools before engaging vendors in order to choose a partner that can truly help you implement AI in a meaningful way. 
• Ethics, bias & governance: Ethics, bias, and governance are critical considerations when implementing AI in HR. Robust governance frameworks ensure AI tools are regularly audited and aligned with legal standards across regional operations. HR leaders must balance innovation with responsibility.