HR should use AI analytics to boost hiring efficiency

Tech Makes It Easier To See Patterns, Reduces Repetitive Tasks

Human resources have always employed analytics to improve process efficiency. Recruitment and hiring, salary processing and employee database management are a few examples of the areas where automation software can be used.?

The adoption rate for the various software that assist in HR functions has been quite popular, and reports suggest that more than 50% of companies in India have some system in place.

The arrival of big data and machine learning technologies to get AI into analytics, however, has changed the very idea of analytics.

Apple and Google have been pioneers in adopting this new wave of analytics and are approaching HR from a data-led space.

Companies operating in the hospitality space — where thousands of employees are hired on an annual basis due to seasonality — are finding these systems useful in predicting future scenarios.?

Here are some of the ways in which intelligent people analytics can impact HR:

Looking beyond the obvious: People analytics tools have been deployed to capture data to make workflows easier and avoid repetitive tasks. AI increases the scope of this by adding capabilities that can sift through huge data sets to throw up unexpected information.

Earlier automation systems collected data, but did not possess the capability to identify patterns that can lead to key insights that are not obvious. Integrating AI into the people analytics system in addition to reducing administrative and repetitive tasks for HR staff can also lead to such insights. While experienced professionals have a gut feel for such information, a machine can prove to be more consistent in identifying opportunities in the long run.

Better customisation: People analytics systems also tend to operate around a one-sizefits-all principle in most situations. With the dynamic situations HR faces, this could prove to be a limitation. If we look at the kind of employees in a team — the options have now increased due to various possible ‘hybrid work’ situations.

This can be a nightmare for drafting HR policies requiring new revisions for every possible situation. This kind of unstructured data can now be used to glean information that can be used towards improving the employee experience. However, a trained professional who can work through data to find patterns will be a necessity since AI cannot substitute human intelligence.

Preparing for the future: With ever-changing global scenarios, companies are feeling the ripple effects of any worldwide phenomenon quicker. It has become progressively difficult to predict future scenarios and plan effectively for the years ahead. AI systems give People analytics systems a good edge in their predictive aspect.

Knowing where & when to use these tools: While the applications seem to be limitless, they are as good as the people who are implementing them. The amount and kind of data that can be collected is also subject to ethical and legal considerations before it can be used and fed to the intelligent people analytics tools.

AI in automation systems is yet to be adopted in a big way due to economic considerations and the huge learning/unlearning curve that it will involve. However, it is going to be the reality sooner than later. This does not mean that human intelligence can be replaced by AI — after all, AI can only be designed by a human.

HR teams can use AI-based people analytics more easily to provide for creative solutions to employee-employer relations. That way, the productivity of the company increases, which is accepted by the employees and employers equally.

Written by?James Agrawal, the Managing Director of BTI Executive Search India. With 24 years of experience, James is an established thought leader and the go-to person for professional services that span Executive Search & Selection, Career Transition Services, HR Advisory or Coaching.

With a successful track record in India and Thailand regions revolving around enhancing business profitability and operational excellence – he is not only renowned amongst blue chip clients but is seen as a champion of change concerning his diverse range of expertise across operations, digital/technology, corporate support; research & development & manufacturing roles.

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