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AI Use Cases

A collection of over 250 uses for artificial intelligence

A continually updated list exploring how different types of AI are used across various industries and AI disciplines,including generative AI use cases, banking AI use cases, AI use cases in healthcare, AI use cases in government, AI use cases in insurance, and more

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Candidate application and profile analysis

Introduction

Human Resources (HR) is one of the fields that have been greatly impacted by the advancements in the field of artificial intelligence especially the use of machine learning and computer vision. These technologies have enabled the HR personnel to manage the recruitment process efficiently by facilitating the candidate evaluation and the analysis of the candidate’s profile. Ai tools can read through resumes, assess candidate answers and go so far as to analyse the candidate’s facial expressions during video interviews to determine their suitability for the position. Also, predictive analytics can assist the HR department in determining the future hiring requirements, possible employee turnover and thus the need for skills enhancement. This in turns enhances the efficiency and accuracy of the recruitment process while at the same time eliminating any form of bias.

Challenges

There are however some challenges that hinder the adoption of AI in HR as listed below. Lack of understanding of the AI technologies and what they are capable of doing hence the skepticism and reluctance of the HR professionals. Also, the usage of AI tools demands a lot of money and enhancement in the IT infrastructure. It also has a dark side of concerns regarding the future of employment as automation of HR department is seen as a threat to create more job losses. Also, there are issues to consider regarding data privacy and security since AI tools need to have access to such sensitive information of employees. However, although AI can assist in the reduction of bias in the recruitment process, the algorithms may themselves be prejudiced in a way that reflects the programmers’ biases.

AI Solutions

There are various AI solutions that are being implemented to solve these problems. For example, there are HR programs that teach HR professionals about AI technologies and their advantages as well as the benefits that they can bring. There are companies such as IBM and Microsoft which are providing the HR with AI solutions that can be easily implemented without having to change much in the current IT infrastructure. The other benefit is that these solutions incorporate ML algorithms that learn from the company’s previous hiring decisions and CV screening practices and therefore enhance the accuracy with each use. They also employ CV to recognize human faces and gestures as well as voice tone during the virtual interview. In addition, current AI tools are being developed with strong data security features in order to prevent theft of employee information. And in a bid to address issues of bias, the developers of AI are working towards developing algorithms which are clear and can be assessed for bias.

Benefits

There are a lot of advantages of using AI in HR. Some of the areas that AI can help in includes; Faster recruitment process through the automation of tasks such as CV screening and interview scheduling. It can also enhance the ability of the recruiter to assess the candidates through a number of metrics. In addition, AI can assist in removing bias from the recruitment process hence improving on the diversity of the workforce. Other things that predictive analytics can also enable HR personnel to address include employee turnover and skill shortages. Additionally, AI can relieve HR personnel from boring and time-consuming tasks hence they can attend to more important issues such as motivating employees and growing the organization.

Return on Investment

AI in HR can provide a high return on investment (ROI). A study by IBM has revealed that HR departments that have incorporated AI into their systems can cut the cost per hire by as much as 50% and enhance the retention of employees by as much as 20%. In addition, the time that is freed up from performing administrative tasks can be reallocated for more important activities thus increasing organizational effectiveness. Still, the ROI will vary based on variables such as the complexity of the AI approach, the size of the organization, and the particular HR functions that are being automated.

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