Artificial intelligence and HR, a partnership rather than a confrontation

AI and HR: between partnership and resistance to change

But back to artificial 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 the awareness of its potential power among the general public, mainly via “generative artificial intelligence” (71% of French people have heard of generative AI according to the IFOP). As a reminder, these are a type of artificial 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.

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 Planning for 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 with AI 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:

AI for recruitment and HR development: opportunities and concrete applications

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

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…

Conclusion on artificial intelligence and HR

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…

Make artificial 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 want to speed things up, SQORUS, a consulting firm specializing 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 are interested in this topic, please contact us to discuss it.