“Digital Darwinism” – a term used for when society and technology are changing faster than companies can naturally adapt – is taking over, so right now organizations focus more on digital transformation. Nonetheless, there is much HR does not yet know about how AI can have an impact on their profession and daily lives.
As AI is everywhere and it will develop more and more shortly, HR specialists need to think not only how to upskill the employees to help them deal with the future of work, but they also need to think about how to upskill HR specialists and analyze the skills that HR managers and professionals need to adapt and have success in this new world.
AI will impact HR functions and several trends will surface such as personalization of HR programs and experiences. People will be encouraged to provide data similar to they do as consumers, which means that the system discovers more about them, improves their experience, and thus, it can personalize their experience in return.
Customized video interviews would not be possible without the right specialists. For example, Toptal provides all the necessary details of how to hire an AI engineer guide to find the most suitable candidate possible as you may find candidates who know how to apply AI services, but who are not skilled at pushing into new areas of research.
How HR Roles Will Be Changing
HR programs will be influenced by user-centric design, an approach that will help candidates, managers understand the employees’ needs better and based on their feedback, the adoption of a new program in a company, for example, will be higher as people have been part of it since the start.
Therefore, human resources specialists will step into the shoes of the employees and stakeholders, empathy being the first stage of the process. It allows specialists to set aside their assumptions about the world and people to be able to gain insight into candidates’ and employees’ needs.
Creating journey maps is an opportunity for HRs to visualize various touchpoints and better understand a candidate’s or an employer’s experience. Building “personas” can be helpful as it means creating fictional versions for various types of candidates, which emphasizes their goals, needs, expectations, and behavior patterns. For example, a manager with 7 years of experience will have different needs and expectations compared to a graduate persona.
Another way in which AI will influence HR is how human resource specialists will support employees in lifelong learning, as well as upskilling. HR professionals will need to ensure that employees will analyze how technology can impact their jobs, their skills, and their careers to be successful in the future. Therefore, for continuous employability, HR professionals need to focus their efforts on building an infrastructure that supports employees to upskill.
Upskilling non-AI employees to learn how to use AI will become very important in the future. Developing this type of workforce involves several aspects such as identifying the business problems, collecting data on the present problem, and then focusing on the KPIs that an HR specialist wants to influence using AI.
The challenges will also be to build a team of key stakeholders to educate on the benefits of using AI to solve important business issues and then to implement learning opportunities for those HR jobs influenced by this new technology.
Skill-based hiring will gain traction in the future and it will require identifying the benefits and road blockers of the talent pool and education stakeholders.
Among the new jobs that will be created using artificial intelligence will be Head of Business Behavior, Chief Ethical and Humane Use Officer, as well as Voice UX Designer, A.I. Trainer, or Chief Ethical and Humane Use Officer.
However, reskilling will be available also for HR professionals. HR professionals will have to adopt the concept of life learning and access to new tools that help them adapt to a more data-driven HR future. Great skills in influencing, consulting, and stakeholder management are essential, as, without them, no technology can help.
Moreover, once AI is leveraged in a company, all employees need the training to help them work with their AI colleagues. It seems that 33% of employees expect that their jobs will become augmented by AI soon and 38% of enterprises are already using AI in their workplace.
Soon, HR managers and leaders will need to start experimenting with various aspects and functions of AI. Therefore, they will start using chatbots for recruiting, but also for other activities such as interviewing or coaching.
The new technology will enable HR people to focus on more rewarding roles, leaving behind repetitive tasks. Not only they will free up time for more interesting responsibilities, but their personal life will be influenced positively, too as there will be less stress consumed on tasks that before were both repetitive and time-consuming.
They will have the opportunity to learn how to develop better relationships with employees and create a more pleasant and effective working environment. These learnings can be then used in their daily lives, leading to more positive interactions.
The future of work influenced by the new technology will be as a team sport as C-level executives will need to have a shared vision in the age of AI. Artificial technology will also bring a huge change when it comes to skill gap analysis, an issue that almost any organization is confronted with.
Due to predictive analysis, several aspects will be taken into account such as the difference between the skills of candidates, the skills demanded by the job, company goals and values, as well as job description.
There will also be possible to supervise the workforce at once, providing details about the skills that need improvement, which impacts the employees and their evaluation. AI can also identify the right talent for each role within a company or a department, offering better career options for employees to improve or maintain a company’s success.
Even though the application of AI is relatively new, it will increase in the future. However, the need of implementing AI should be considered beforehand by companies as one size does not fit all. This means that AI does not work the same for each company and that the results are subjective and up to every individual business.
If artificial intelligence has been successfully used in a particular part of the recruitment process for a company, it might not work for the same thing in a different company. The future of artificial intelligence and its impact on human resources will definitely be impressive. Right now, it is not a replacement for the human element regarding the screening processes and hiring decisions.
Authored by Romy Catauta
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