Artificial Intelligence (AI) is one of the most popular topics that has appeared recently in discussions related to the field of HR. Some companies and organizations are still facing the decision to introduce this technology to their activities. There are also companies that have implemented such a solution and began to benefit from it.

The HR professionals have concerns about the introduction of new technological solutions in their field. They are worried about the fact that the machines will become more effective and take their jobs. However, it cannot be said that artificial intelligence did not bring with it a whole range of benefits for HR departments. So, do we have reasons to be concerned?

What is Artificial Intelligence?

Artificial intelligence – commonly referred to as AI – is a specialized technology that allows you to program machines in such a way that they behave similarly to people. This peculiar intelligence of machines means that they are able to perform a lot of various tasks, automate processes, learn on a regular basis, and even carry out a quality control process. AI has huge potential, and new ways to use this technology are multiplying all the time.

How AI can help HR?

HR management is a business segment that works with a huge amount of complicated and sensitive data. Data management and analytical skills are required to interpret them properly. Artificial intelligence can significantly facilitate the work of the human resources department in this field.

It will allow employees to improve their ability to collect a huge amount of data, process it, and anticipate upcoming changes depending on the various business scenarios that the organization may take. However, this is not the only possible use of artificial intelligence in supporting the work of the HR department.

Other possibilities of using AI in HR management:

Improving the recruitment process

Artificial intelligence is able to improve the process of finding candidates for a given position, which is one of the most time-consuming activities of HR teams. However, the machine is unable to see in the candidates what man can read from among the poems. Therefore, human resources specialists do not have to worry.

After the candidates have been selected by the machine, their task will be to check the proposals. Then they will have to choose among them those that will actually meet all – both hard and soft – competencies of applicants for the selected position.

Training recommendations

Thanks to AI, it will be possible to create recommendations on training and coaching appropriate for given employees. As with product recommendations in stores, the machine is able to offer training and courses that meet the needs of specific people. This makes it much easier to choose which employee training courses are worth investing in.

Scheduling interviews

Scheduling job interviews takes a lot of time, which reduces the productivity of the HR staff and prevents you from dealing with more important matters. Thanks to the use of artificial intelligence, it is possible to automate recruitment processes – planning conversations, reviewing results, implementing new employees, answering questions, and many more. Automation will help maintain order and ensure proper scheduling, allowing HR specialists to focus on what is really important – i.e. work with staff members.

Gathering and analyzing data

Artificial intelligence is able to quickly collect and process huge amounts of data without the risk of calculation errors. Thanks to this, HR department employees will be able to quickly access accurate data, react faster, and make better decisions. They will also have more time to focus on the results of data analysis and creating effective strategies that will enable the company to succeed.

Communication automation

AI can prove to be a breakthrough tool in the recruitment process due to its ability to automate the sending of emails and messages and performance status. Because the process of seeking and acquiring new talent requires a lot of time, candidates are likely to get disengaged in the position. However, with AI, the candidates’ experience can be improved to a great extent thus helping the recruiters and HR professionals.

Tracking overall productivity

Artificial intelligence as a tool working together with the HR system will help to effectively measure the overall productivity of your company or startup. Informing superiors about work-related problems is a considerable problem for many employees, fortunately, AI can identify problems for them, thus accelerating their identification. This means that the HR department is able to work more efficiently and react faster to emerging problems.

Trend analysis and forecasting

Analyzing the quality of people's work and forecasting workforce trends such as employee engagement, training needs and estimated turnover is crucial for HR leaders. This is a very time-consuming process that can be accelerated by artificial intelligence. It will speed up finding the right information and help determine the right direction for upcoming changes.

As HR systems are rapidly becoming sentient, it would be a wise decision to embrace the new technology. Artificial intelligence is the past of the HR world. Thanks to the effective implementation of new technology in the organization, you can significantly improve the work of the HR department and receive even better results.


Despite the concerns expressed by HR specialists, artificial intelligence cannot replace them at work. It will help optimize HR processes, streamline recruitment processes, attendance managementtime off management, data collection, and streamline the process of recruiting new employees. However, you will need an HR department to make the final decision. Thanks to the time saved, human resources specialists will be able to focus on other essential matters.

And how are your thoughts about the AI in HR department? Let us know!

Author: Chirantan Mungara

_Bio: Chirantan Patel is the Product Manager at Softwaresuggest & Callhippo, an Inc. 275 company that researches and analyzes software to educate, advise, and connect buyers and sellers of business technology.___

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