More and more companies are seeing AI as a catalyst for shaping the employee experience in the areas of employee productivity, performance management, recruitment, engagement, performance evaluation, employee support, and more.
In this Q&A, Chaitanya Peddi, co-founder of HR tech unicorn Darwinbox offers insights into how AI figures in today’s human resource management and how companies can take advantage of this emerging trend.
How does artificial intelligence (AI) figure in shaping employee experience in the areas of employee productivity, performance management, recruitment, engagement, performance evaluation, employee support, etc.?
Chaitanya: HR technology enables leaders to effectively navigate the sea of people data that organizations today are sitting on. Next-gen HCM platforms use AI and ML technology to improve operational efficiency, drive automation, and provide users with better experiences.
We’re already seeing AI take over tasks such as sourcing and screening profiles, scheduling interviews, candidate rediscovery, and employee referrals.
For example, AI can speed up the sourcing and screening process based on the job description. It also ranks profiles based on job descriptions and overlap. Chatbots can contact and schedule interviews with shortlisted candidates, while AI technology can analyze the existing candidate pool of previous candidates and determine who might be a good fit for a new position.
Further, the democratization of data empowers managers with personalized and consumable insights that can assist in driving swift actions. Contextual analytics allows business leaders and people managers with prioritized and tailored insights that matter to them.
HR technology can help organizations make data-driven decisions, improve employee experience, streamline processes, and increase productivity by leveraging the power of AI and ML.
What are the benefits of using AI in human resources?
Chaitanya: Skills Assessment: AI-powered platforms can analyze an individual’s skills, qualifications, and work experience to provide a comprehensive assessment of their strengths and weaknesses. This assessment helps individuals identify areas for improvement and understand which skills are in high demand in the job market.
Personalized Recommendations: AI algorithms can generate personalized career recommendations based on an individual’s skills, interests, and career goals. By analyzing vast amounts of data on job trends, industry demands, and individual preferences, AI systems can suggest suitable career paths and guide the steps required to achieve those goals.
Interview Preparation: AI-powered virtual interview coaches can simulate interview scenarios and provide feedback on an individual’s performance. These systems can analyze factors such as verbal and non-verbal communication, confidence, and response quality to help individuals enhance their interview skills.
Continuous Learning and Upskilling: AI platforms can offer personalized learning paths and suggest relevant courses, certifications, and training programs to help individuals acquire new skills or enhance existing ones. AI can also provide recommendations for professional development opportunities and suggest ways to bridge skill gaps.
Local Job Market Analysis: AI can gather and analyze data from in-market job portals, recruitment websites, and government sources to provide insights into the local job market. This information can include in-demand industries, popular job titles, salary trends, and regional variations. AI can help individuals understand the specific dynamics of the local job market and make informed decisions about their career paths.
Can you give some concrete examples of the latest developments in AI in HR? Which sectors are now using AI-powered HR solutions?
Chaitanya: Generative AI has transformed the way we look at and work with AI technology. Generative AI has made technology more accessible and ready to use in our daily lives.
In the field of recruitment, for instance, generative AI-based tools are used to create content. A lot of manhours are typically spent on writing job descriptions, but with the advent of generative AI, these tasks can be automated. AI-powered tools can be used to write job descriptions and other information that prospective candidates look for. Recruitment tools can also use AI to ensure that the content is unbiased and inclusive. Darwinbox, for example, has a bias detector that highlights content that could be offensive and suggests replacement words that are more inclusive and unbiased.
Another excellent application of AI is in the area of skills. In recent times, we’ve seen the shift towards skill-based recruitment and talent management, where hiring and talent development happen based on a person’s skills rather than simply focusing on their qualifications. AI-powered technology, combined with a skills-driven talent management strategy can enable organizations to make better talent decisions based on the employee’s skills. The technology can be used to ensure that an employee is put in the right roles based on their skills and their potential. It can also help improve career development and succession planning.
Can you give us a regional perspective on what trends or developments are happening when it comes to AI in the SEA region? Can you cite countries in the region using AI-powered HR, and how exactly is AI being used to enhance HR?
Chaitanya: We’ve entered into a new world of work in 2023, one where connected and energized employees are a competitive advantage for every organization. Organizations in Indonesia, Singapore, and the Philippines are employing AI in HR to assist in making critical decisions in numerous elements of HR.
