Artificial intelligence and HR, a partnership rather than a confrontation

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Written by Mathieu FLAIG

Published on 13 June 2023

How can HR professionals understand and benefit from artificial intelligence in their day-to-day practice?
In a world of constant technological change, this issue raises questions about the role of AI in human resources, and opens the way to thinking about collaboration between artificial intelligence and HR professionals.

Artificial intelligence, AI, AI, ChatGPT… For several months now, many professionals have been chased by these terms on a daily basis. Reactions to this “buzz” are manifold: science fiction fans see it as the advent of a “Skynet”, technophiles swear by it, sometimes forgetting to keep their cool, experts aware of CSR are raising their shields, wondering about its usefulness in a world that’s going badly… and the vast majority are struck by dread (68% of French people say they have fears about the emergence of generative AIs, according to IFOP).

After reading the studies explaining howartificial intelligence will “ eliminate 300 million jobs ” (according to Goldman Sachs in 2023), or the newsletters and LinkedIn posts that tell us every day about the dozens of advances inAI.

You may notice that this is reminiscent of another “buzz”, that of the Metavers in 2021/2022… which many experts have since tried to dismiss as over, even though I personally believe that it just paves the way for the maturity of immersive uses, particularly in the world of work.

AI and HR: between partnership and resistance to change

But back toartificial intelligence. Is it new? No. Our VP Macià Roca, for example, was already studying the subject in 2000. Just asAI is an integral part of many of the digital tools we use on a daily basis, but it does so discreetly. It blends in with existing practices, without needing to be known as such.

What has changed recently is awareness of its potential power among the general public, mainly via “generative artificial intelligence” (71% of French people have heard of generative AI, according toIFOP).
As a reminder, the latter are a type ofartificial intelligence system capable of generating text, images or other media in response to prompts.

ChatGPT, Midjourney, Dall-E… their use seems child’s play and their results incredible. In my case, for example, I have no particular artistic talent. Midjourney gives me the illusion of having the ability to create, to express my vision, without mastering the tools of visual creation.

As far as ChatGPT is concerned, here too we’re mostly living under an illusion: what the tool offers is “convincing”, but it’s far from perfect, especially when used by professionals.

Generative AIs generate up to 30% errors in their answers. There is an urgent need to set up training programs for the general public and support programs for businesses. “Laurent Cervoni, Doctor of Applied Sciences.

Artificial intelligence isn’t perfect, but the subject is advancing fast, and HR managers are asking many questions. During a webinar organized by SQORUS on Strategic Workforce Planningfor example, we were asked the following question:

  • “Do Talent Marketplace solution vendors have strong enough AIs in terms of skills repositories to save themselves the trouble of setting them up manually?”
  • “How can artificial intelligence help identify and select candidates with the right skills for specific positions?”

The answers to these questions are manifold:artificial intelligence has become a “sales” term, and not all the tools on the market are at the same level on the subject.

What’s certain is that this technology isn’t magic (yet): it requires a lot of quality data, and human intelligence to define the right questions to ask. SQORUS works on this subject with its customers, whether in terms of business expertise (HR, Finance) or technical (IT).

But let’s get back to our original topic: is collaboration withAI seeing the birth of a partnership, or a confrontation? Like any new tool,AI generates resistance to change. Most of us go through the stages defined by Elisabeth Kübler-Ross:

To anticipate the recruitment challenges of tomorrow, it is essential to develop solid adaptation strategies. In our dedicated article, you’ll find the keys to adapting as a recruiter and remain effective in a constantly changing environment.

AI for recruitment and HR development: opportunities and concrete applications

Acceptance of this evolution requires an understanding of what artificial intelligence can and will enable, as recently proposed by the Tomorrow Theory agency in its AI & HR report.

Attractive recruitment :

  • Help with creating job postings and job offers
  • Skills assessment via Chatbot
  • Automated video interviews
  • Combating recruitment bias
  • Predicting candidate success
  • Creation of personalized onboarding paths

For example, SQORUS’ IT division analyzed all interview reports for a banking client to anticipate mobility needs and match them with job offers available internally.

Training and development :

  • Contextual training recommendation
  • Learning personality
  • Identifying emerging skills
  • Progress monitoring and evaluation

In this area, for example, SQORUS provides its customers with Council and Project Management support on the “Adaptive Learnig” approach, which uses data and AI to deploy a personalized training system.

Loyalty and commitment :

  • Analysis of employee feedback
  • Benefits customization
  • Analysis of relationships between colleagues
  • Monitoring and improving corporate culture

Performance and management :

  • Analysis of objectives and results
  • Succession and career planning
  • Identifying hidden skills

QWL and mental health:

  • Analysis of well-being data
  • Personalized recommendations
  • Early detection of mental health problems…

With the latest health crisis, employees are increasingly looking for ways to upgrade their skills in order to renew and adapt. Companies must therefore innovate in the area of training to respond to these searches and continue to attract and retain talent. In our dedicated article, discover innovative ways to support your employees in their professional development.

Conclusion on artificial intelligence and HR

Seeing this field of possibilities may have reinforced your anxiety about being replaced by an artificial intelligence. And so you may want to resist.

In reality, the real risk is to be replaced by someone who has mastered artificial intelligence. So you and your teams need to get acculturated to the subject, appreciate the super-power it can give you, and integrate it pragmatically into your daily routine… just as we have done with IT, digital technology, the Internet, collaborative tools…

Makeartificial intelligence your colleague. Make him your partner. It must become an extension of your skills, just as your computer is in your daily life. And above all, take responsibility for it: 68% of French people who use generative AI in business hide it from their line manager, according to IFOP.

And if, of course, you’d like to get a head start on the subject, SQORUS, a Council specialized in digital transformation, is used to helping companies of all sizes and in all sectors with their HR processes and more, thanks to its LAB, which constantly monitors HR innovations. If you’re interested in this topic, don’t hesitate to contact us to discuss it.

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