AI in HR: More research required!

As more companies turn to artificial intelligence (AI) technology to streamline hiring, industrial and organizational (I/O) psychologists are raising concerns about the privacy, fairness, and accuracy of the tools.

AI in HR has the potential

to help large companies more efficiently sift through thousands of applications because it uses statistical techniques to identify candidate information in résumés and job interview transcripts to predict future job performance.

However, some AI vendors are making claims about accuracy without research to back up the claims. “The tools are frequently developed by software engineers who are unfamiliar with how to psychometrically, legally, and ethically validate an assessment tool,” said Richard Landers, Ph.D., an I/O psychologist at the University of Minnesota who works with consulting firms that are using AI in hr tech for hire.

Amazon started using AI

The importance of testing the technology surfaced when Amazon started using AI to review résumés to search for top talent. The computer model was trained to evaluate candidates based on résumés submitted in the previous 10 years, most of which were from male applicants. As a result, the algorithm started to screen out entries on CVs that were associated with being a woman, such as attending an all-female school or playing a sport like field hockey that is traditionally associated with women. This led to an unexpected bias against female candidates.

To guide developers and users of AI assessment tools, APA’s Division 14 (Society for Industrial and Organizational Psychology) launched a task force on AI in 2021. “I/O psychologists have been involved in hiring and psychometric measurement for decades, and we need more psychological auditors involved in forming standards

Some of the potential benefits of AI in HR:

Automate tasks: AI can automate many of the manual tasks that are currently performed by HR professionals, such as processing paperwork, scheduling interviews, and managing employee records. This can free up HR professionals to focus on more strategic and value-added work.
Improve efficiency: AI can help HR professionals improve the efficiency of their work by identifying patterns and making predictions that humans cannot. For example, AI can be used to predict which employees are likely to leave the company, so that HR can take steps to retain them.
Personalize experiences: AI can be used to personalize the experiences of employees, customers, and candidates. For example, AI can be used to recommend training courses for employees or to match candidates with jobs that are a good fit for their skills and interests.
Make predictions: AI can be used to make predictions about future events, such as employee turnover or customer churn. This information can be used by HR professionals to make better decisions about staffing, training, and marketing.
Detect fraud: AI can be used to detect fraud, such as employee time theft or insurance fraud. This can help HR professionals to protect the company from financial losses.
Improve safety: AI can be used to improve safety by detecting hazards and preventing accidents. For example, AI can be used to monitor factory floors for potential safety hazards or to track the location of employees in a warehouse to prevent them from getting lost.

However, it is important to note that AI is not a silver bullet. Some challenges need to be addressed before AI can be fully adopted by HR departments. These challenges include:

The cost of implementation: AI can be expensive to implement, especially for small businesses.
The lack of skilled workers: There is a shortage of skilled workers who can develop and deploy AI solutions.
The need for data: AI requires large amounts of data to train and operate effectively.
The potential for bias: AI can be biased if it is trained on data that is biased.
The need for regulation: There is a need for regulation to ensure that AI is used responsibly.

FAQs about AI in HR:

some options

Recruitment: AI can be used to screen resumes, conduct interviews, and make hiring decisions.
Onboarding: AI can be used to automate the onboarding process, such as sending welcome emails and providing access to resources.
Performance management: AI can be used to track employee performance, identify areas for improvement, and provide feedback.
Training and development: AI can be used to personalize training courses, recommend resources, and track progress.
Compensation and benefits: AI can be used to automate the calculation of salaries and benefits, and to recommend changes to compensation plans.
Employee relations: AI can be used to resolve disputes, mediate conflict, and provide support to employees.
Hiring bias: AI can be used to identify and address unconscious bias in hiring decisions.
Employee safety: AI can be used to monitor workplace safety, identify hazards, and prevent accidents.

What are the Pros?

Increased efficiency: AI can automate many of the manual tasks that are currently performed by HR professionals, freeing them up to focus on more strategic and value-added work.
Improved decision-making: AI can help HR professionals make better decisions by providing insights and recommendations that would not be possible to obtain manually.
Personalized experiences: AI can be used to personalize the experiences of employees, candidates, and customers, which can lead to increased satisfaction and loyalty.
Reduced costs: AI can help HR departments to reduce costs by automating tasks and making better decisions.
Improved compliance: AI can help HR departments comply with regulations by automating tasks and providing insights into compliance risks.

What are the challenges of using it?

The cost of implementation: AI can be expensive to implement, especially for small businesses.
The lack of skilled workers: There is a shortage of skilled workers who can develop and deploy AI solutions.
The need for data: AI requires large amounts of data to train and operate effectively.
The potential for bias: AI can be biased if it is trained on data that is biased.
The need for regulation: There is a need for regulation to ensure that AI is used responsibly.

How can HR professionals ensure that AI is used responsibly?

HR professionals can ensure that AI is used responsibly by taking the following steps:

Educate themselves about AI: HR professionals should learn about the potential benefits and risks of AI, and how to use it responsibly.
Develop ethical guidelines: HR departments should develop ethical guidelines for the use of AI, and ensure that all employees are aware of these guidelines.
Monitor the use of AI: HR departments should monitor the use of AI to ensure that it is being used responsibly.
Be transparent with employees: HR departments should be transparent with employees about how AI is being used, and how it affects their data and privacy.

There have been several documented fatal errors made by AI.

While this technology is still evolving, no matter how advanced it becomes, it can never replace humans. Its emergence should only catalyze our continuous self-improvement. However, utilizing AI for the greater good can greatly accelerate many processes by automating them.