AI In HR: Enhancing Capabilities
AI is everywhere. 75% of knowledge workers are already using Generative AI (Gen AI) at work, and the vast majority of leaders (79%) acknowledge that AI adoption is crucial for staying competitive (Microsoft).
So what value can it add to the HR function?
Efficiency Through Automation ⏱️
In HR, time is a precious resource – but it is often spent on repetitive administrative tasks.
AI introduces a new level of efficiency, automating processes like interview scheduling, finding candidates with the skills needed to do a particular job, and onboarding workflows. Imagine a chatbot seamlessly coordinating interview times across multiple schedules, or an AI tool generating the first draft of a job ad with just a few prompts.
A McKinsey survey found that, when considering how generative AI affects spending across a variety of core business functions from IT to marketing, organizations saw the most meaningful cost reductions in HR.
These tools reduce friction in day-to-day operations and allow HR professionals to refocus their energy on meaningful, human-centric work – like building relationships with candidates, or tackling strategic challenges.
By handling the mundane, AI doesn’t just save time; it empowers HR professionals to share more of their creative and interpersonal contributions, bringing greater value to both employees and organizations.
“Being able to free that [time] up so that all of our recruiters actually spend more time with candidates, with stakeholders, creating insights, becoming thought leaders, becoming the experts in their space, I think is a really amazing thing.” – Katharine Rooney, VP Talent Attraction & Acquisition, Mimecast
Precision That Enhances Quality 😍
AI excels at uncovering patterns in data – patterns that humans would likely overlook. This capability is transforming recruitment and talent development, making it easier to find the “ideal fit” for a role, task, or learning opportunity.
For instance, AI can analyze a candidate’s resume beyond surface-level qualifications, inferring skills from past experiences and identifying potential that traditional methods might miss. It can build out a skills-based “profile” for roles as well as for individuals, giving you a smart way to “match” people to work.
Similarly, AI can pinpoint where an employee might thrive if given the opportunity to upskill or move into a new role.
Smart AI can work on data about people, work and skills in order to provide agile workforce plans, suggestions for new markets to enter, or risks to address – data-driven forecasts that guide organizations toward sustainable growth.
The ability to extract these insights means decisions are not just made faster, but with more confidence. Organizations can make better matches between roles and talent, ensuring quality outcomes that benefit both the individual and the business.
“We can actually open up capacity within the HR function to do what we’ve talked about for years, where we are strategic advisors, coaches, counselors across the business… and this is where I think AI is going to change it drastically for HR.” – Sam Hammock, EVP, Chief Human Resources Officer, Verizon
Fairness Through Objectivity ⚖️
“I’ve really been an advocate for how technologies and AI-based human resources technology can really help prevent discrimination and further equal opportunity in the workplace.” – Keith Sonderling, EEOC
40% of talent specialists surveyed by Korn Ferry worry that too much AI in recruitment could make the process impersonal. Another quarter are concerned about algorithmic bias (where biased training data leads to unfair outcomes).
Human bias is an enduring challenge in HR, but AI, when designed ethically, can be a powerful tool for fostering fairness. The key lies in training AI on diverse and balanced datasets while ensuring that its recommendations are always explainable, and of course compliant with regulations.
For example, AI can eliminate subjective judgments from candidate shortlists, focusing solely on relevant skills, proficiency and qualifications. At the same time, its transparency enables HR teams – and candidates or employees – to understand how decisions are made, ensuring accountability.
By balancing the objectivity of AI with human oversight, organizations can make decisions that are not only equitable but also defensible. This blend of technology and humanity positions AI as a force for greater inclusivity and fairness in the workplace.
“This [AI] allows us to lean into sort of a non-biased approach in terms of, hey, we should include these other skills because they're really relevant and your keyword may be limiting to you. Maybe we’re able to uncover or resurface past candidates that we would never have found with our Boolean search that we know and love so well.” – Mike Rizzi, Senior Recruitment Marketing Manager, DraftKings
Personalization That Transforms Experiences 🎡
Gone are the days of one-size-fits-all HR practices. AI enables organizations to tailor experiences for individuals, whether in candidate nurturing, learning, career development, or daily communication.
Consider a candidate on your careers site, or an employee exploring internal mobility opportunities: AI can suggest roles or projects perfectly aligned with their unique skills and aspirations. Similarly, personalized learning recommendations can guide employees toward skill-building opportunities that are both relevant (to them, and to the business) and engaging.
On a broader scale, AI enhances communication by delivering the right content to the right people. Whether it’s informing a new hire about specific benefits or sharing leadership opportunities with high-potential employees, personalization creates a sense of connection and value that drives engagement and retention.
“Our ability to deliver hyper-personalized content and job recommendations to candidates has been critical. And it has been a huge piece of our AI usage here at DraftKings. We are able to customize the content that is being sent and shared with candidates. We’re able to provide custom job recommendations based on their skills and their job title. This component of AI is going to change how companies interact with candidates.” – Mike Rizzi, Senior Recruitment Marketing Manager, DraftKings
The Unifying Power of Data 🗂️
Underpinning all these capabilities is AI’s ability to unify talent and job data across an organization.
It’s becoming abundantly clear that AI is no longer a “nice to have”: AI is what makes “skills” function as a currency. This skills data, in turn, has become increasingly critical to making smarter, faster decisions around talent.
AI is famously only as powerful as the data behind it – but, equally, the data is only as useful as the AI applied to it. Skills data is becoming more and more powerful and actionable as AI is able to work its magic: inferring skills, matching people to roles, and personalizing candidate communications at scale.
AI can also break down your data silos: connecting information from recruitment, talent management, and workforce planning, creating a feedback loop that continuously refines insights and improves decisions.
This unified approach ensures alignment between organizational goals and individual contributions, creating a workforce that is not only agile but also deeply connected to its purpose. The result is a system where every decision – whether about hiring, upskilling, or resource allocation – is informed by real-time intelligence.
💡 Read this Forrester report on How To Thoughtfully Enable HR Professionals With Generative AI Tools.
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Beamery’s AI systems are monitored continuously, to ensure fairness and compliance, and every AI-powered recommendation in Beamery comes with a clear explanation – for total transparency. Humans are always kept in the loop.
Enjoy more consistent data, contextual insights, precise hiring, and better candidate quality, with AI that helps you meet DE&I goals, minimize risk, and mitigate bias across the talent journey.