By James Haley on the PandoLogic Blog
Editor’s Note: Don’t miss the TAtech Leadership Summit on AI & Machine Learning in Talent Acquisition, August 24-25 in Chicago, Illinois USA.
AI tech has fundamentally changed the way HR works, creating better, more productive, and happier workplaces for people. Here are 6 types of AI tools that are transforming work and driving the future of the HR industry.
1. Robotic Process Automation
The repetitiveness of many jobs can be alleviated by robotic software known as robotic process automation (RPA), relieving employees from tedious busywork to be able to perform more meaningful and interesting tasks. One example is resume screening and scoring. AI can select top-tier candidates from a large candidate pool, comparing resumes to job requirements, and then notify candidates and schedule interviews—or send rejection letters. The sophistication of AI tools enables complex decision-making while streamlining processes.
Onboarding is another example where RPA can make processes easier for HR. Each employee, depending on their department and role, may have different credentials and different forms they need to fill out. By offering an automated intelligent process, the RPA system can immediately determine and access the necessary forms for each employee.
The system overall offers the chance to make work more engaging for employees, allowing them to get back to essentials—creating a more productive (and happier) workforce overall.
2. Cloud-based HR Platform Services
Cloud-based providers like Google or Microsoft offer a suite of services large companies can pick and choose from in order to customize their HR tech tools. For example, if your company wants to invest in employee engagement, one way cloud-based AI can help is through predictive analytics. By reading data across the organization, a program like this is able to anticipate potential flight risks, discern dips in productivity, and target employees who may be ready for growth opportunities.
This type of intelligent tech can help reward employees, as well as grow and retain talent by detecting patterns in employee data. The advantage of a cloud-based system is accessibility; these types of services offer mobile apps, making HR services on-the-go available and convenient to all employees.
3. Data Workbench
Data silos occur when departments across an organization use different systems that can’t communicate with one another. They can also happen within one employee’s workflow when switching between platforms. Keeping the data apart in their own separate systems means HR departments can’t weigh one data set against another.
One solution to this is the data workbench. For example, OneModel is a platform that integrates data from disparate sources, whether online or offline, enabling companies to compare data from different systems and create analytics based on a fuller picture. This AI-assisted tech can help companies recognize patterns between the disparate data and help create strategic insight.
Companies who want to use AI targeted to specific processes but don’t want to overhaul their entire systems might engage a microservice. One example of a microservice is Traitify, which offers intelligent assessment tools for candidates, replacing traditional word-based tests with image-based tests to gauge personality traits well-suited for particular job roles. When HR teams find a specific need within their hiring (either for creating efficiency or for better data-backed decision-making), a microservice can be a great way to test out AI tools.
5. AI First Suite
This type of AI tool is designed as a comprehensive intelligent system, offering predictive data and engagement strategies to engage candidates and employees throughout the employee lifecycle. One example is Ascendify, which offers services from the very start of hiring through tasks like analyzing the best candidate referral sources. To manage employee retention, it also engages employees with a “virtual career coach.”
6. Embedded AI
Many tech services have AI tools built into their platforms as an integral component. One example is Pandologic’s pandoIQ, a complete programmatic job advertising platform. This system automates job ad posting in the smartest way possible to optimize the entire process, maximize efficiency, and source quality candidates based on data. It uses powerful AI algorithms for multiple tasks HR professionals undertake every day, from budget optimization to job classification using natural language processing. With embedded AI, each step of the job advertising process has a built-in AI component that finds quality candidates quickly and efficiently and makes intelligent decisions along the way.