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Watch out for these 5 AI problems in HR

AI problems in HR – Artificial intelligence (AI) could be the way of the future in the smart device, gaming, and tech industries. When used effectively, AI can reduce labor costs and, in some cases, even perform tasks better than humans.

For other industries, it would make sense to leverage AI’s efficiency, versatility, and power, but applying AI to human resources (HR) poses some challenges for entrepreneurs.

Understanding artificial intelligence and the challenges it poses in HR services

HR professionals may want to use artificial intelligence, at least partly because it can provide predictive analytics for hiring. For example, when a company remains inundated with CVs, artificial intelligence can search for the ones that best match the skills and responsibilities required for that particular position. In this sense, KI HR teams can save days going through resumes and cover letters.

But applying AI in HR departments isn’t constantly that simple, and in several cases, AI can create further challenges than it solves.

Here are some of these problems and how you can solve them.

1. AI won’t understand your business the way you or a recruiter appreciate your business.

While AI can help recruiters quickly analyze a batch of resumes, it lacks the overall understanding of recruiters. When hiring ideal employees, a recruiter searches for a company and develops a sense of its positioning, market orientation, and corporate culture.

AI doesn’t have the same understanding. AI technology falls short when classifying employees who might be the right choice, given the more extensive, holistic view of the business.

AI also lacks the insight and intuition recruiters have developed in their work over decades. The AI ​​does not necessarily recognize essential connections in a candidate’s past work that indicate the candidate might be necessary.

A recruiter may find that a candidate has worked for an overgrown company. It could mean the candidate can feel comfortable and flexible enough to grow with a startup. But, unfortunately, the AI ​​will not make the same connection.

The key here is to mix these solutions to reap both benefits. So, for example, you can use AI to benefit candidates and submit their credentials to you more quickly (automated web forms, etc.), but use recruiters and your skill to narrow down which candidates might be the best fit for you.

2. The ability to contract outliers may remain lost

Applicants who do not meet all of a company’s strict hiring criteria can also bypass the HR department. Some of these outliers can contribute considerably to a business, but they may not get. Job interviews using artificial intelligence technology remain used to review resumes.

Since AI lacks the human touch, it could also approve candidates who meet all the required criteria but are not ideal candidates for a position. While it’s wise to use AI to build an extensive network, observe the process to look for certain traits that you would expect from a new hire. If necessary, allow time for you and your team to assess a candidate personally.

3. AI can’t explain human emotions

When hiring, companies don’t base their decision-making on technical skills alone. Emotional and psychological traits are also important, especially ambition and passion. Unfortunately, AI cannot monitor or assess human emotions and explain how emotions affect human behavior.

AI also cannot explanation for personalities and how emotions can affect teams. If you remain tasked with finding a new team member to add to an existing group, the AI ​​cannot recognize the nuances of team dynamics and how characters work together. That’s wherever you and the team come in.

Because AI operates without understanding complex human emotions, the hiring and employee evaluation process is flawed. Use it sparingly for employee appraisal and let team members do it themselves.

4. AI can’t “read” people

HR is a personal, human-based operation. AI cannot replace an individual manager’s unique point of view or the ability to “read” people in person, whether they are job applicants or current employees.

Although companies can incorporate artificial intelligence solutions into their business models, technology is not yet ready to take on significant face-to-face responsibilities in a human resources department. As mentioned, technology could be helpful in resume evaluations, but it must closely monitor and cannot replace talent evaluators (no matter what Elon Musk’s plans are).

5. AI lacks ethical responsibility

Nowadays, ethical responsibility is critical for HR teams, especially when hiring minorities, taking action after sexual assault, and other hot topics. Unfortunately, AI lacks the moral responsibility HR must uphold, and AI can also unknowingly become biased.

AI technology “learns” from the algorithms it processes. If humans are programming the AI ​​machine learning process, it can assume the biases of its programmer, even if the programmer is unaware of their preferences.

With technology skewed, a company’s talent acquisition process could also inadvertently skew. If the hiring process is ever questioned or challenged, technology cannot remain held accountable for bias, so HR leaders and the HR team must take ethical responsibility.

HR professionals must communicate these issues to company leaders and programmers to prevent or remedy these events. Then the different departments must work together to identify and avoid bias influencing the hiring processes.

Also, specific artificial intelligence technology can help choose which people to fire. Analyze whether these solutions feel ethically correct for you and your team. Who will select the technology, who should continue training, or who could get fired? Be careful and considerate when dealing with AI and how it affects all these matters.

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