5 ways to leverage generative AI in HR

Published: 23 September 2024 | by Natasha K. A. Wiebusch, Marketing Content Manager at Brightmine

Generative artificial intelligence (AI) in HR has entered a new stage in the workplace. The number of organisations leveraging it — both formally and informally — to enhance people functions is quickly increasing. And, it’s making successful generative AI adoption the latest competitive advantage.

But some use cases of generative AI in HR remain elusive. And some companies are losing out on the full spectrum of benefits it has to offer. For HR leaders looking to get the most out of generative AI, here are five ways to leverage it today.

Ways to leverage generative AI in HR

1. Generate written content and images

Immediately after generative AI tools debuted on the market, HR leaders learned it could help their teams save valuable time on writing and content creation.

Specifically, in HR, you can use generative AI tools to draft and edit:

• Communications, such as company-wide emails, communications with candidates, benefits communications and more.
• Job descriptions, which HR teams can optimise for keywords to increase views on LinkedIn and Indeed.
• Employee learning and development content.
• Onboarding materials, including welcome messaging, training content and more.
• Templates and outlines, particularly of routine documents like remote work requests or employee feedback forms.

The possibilities for using generative AI in HR content creation, particularly from generative AI chatbots, are endless. However, as knowledge and familiarity of generative AI has increased, HR leaders have realised that these lightning-fast tools aren’t perfect. To be effective, HR teams still need safeguards. Beyond policies and guidelines, this includes a knowledgeable and responsible human behind the wheel to ensure accuracy and compliance.

2. Enhance compliance and strategic research

Initially, many business leaders believed the role of generative AI would remain, at least temporarily, “non-technical.” For these leaders, generative AI’s habit of providing inaccurate answers (called “hallucinations”) quickly became a legitimate concern. As a result, prudent HR leaders shied away from leveraging generative AI to solve more complex, compliance related tasks.

However, advancements in AI training are now transforming the compliance landscape, particularly for HR professionals. HR tech providers can now superpower generative AI by using their high-quality, specialised data to train it.

Brightmine, formerly XpertHR, has introduced an generative AI-powered chat solution, AI Assist, to enhance research efficiency in the HR & Compliance Centre, formerly XpertHR tools and resources. AI Assist, which is currently in the early adopter phase, applies generative AI to answer user-submitted questions on HR and employment law. The answers are sourced from our trusted, up-to-date and expert-curated HR and compliance resources.

With highly trained expert generative AI like AI Assist in the HR & Compliance Centre, you can create significant efficiencies in HR compliance and strategic research. And by automating HR compliance research, you can focus on high-value strategic efforts.

3. Gain insights from people data

Generative AI tools allow you to analyse large amounts of people data in record time. These tools can ingest practically any category of people data and provide insights on key performance indicators. Specifically, generative AI can summarise the data and create content, such as for a report or presentation.

This application of generative AI is extremely helpful for leaders looking to gain insights from:

• Employee surveys.
• Recruitment and hiring analytics.
• Engagement metrics.
• Learning and development data.
• Candidate applications and interviews.

Some of these tools are stand-alone chatbots with upload capabilities. However, developers often integrate them into other software solutions, such as learning experience platforms. These types of tools generally use a combination of generative AI and machine learning to create insights, often in real time.

For example, some learning experience platforms (LXPs) can ingest training data and provide insights, trends and recommendations. Sometimes, this includes recommendations for new content that it can then generate.

Diversity, Equity and Inclusion (DEI)

You can also use generative AI data insights to make effective DEI and pay equity recommendations. For example, a AI tools that use a combination of machine learning and generative AI can recognise the potential for pay inequities and offer recommendations for intervention. You can also use these recommendations to inform future decisions.

Finally, leaders using generative AI in HR can also leverage AI’s ability to make data-informed predictions. These predictions can enhance talent management decisions across the board — from promotions to engagement strategies.

4. Automate and enhance communication

Generative AI’s “bread and butter” is creating content that sounds natural, and well, human. These specific generative AI tools, chatbots, use natural language processing to create written content that looks and feels human.

Chatbots, which say things like “thank you very much” and “I understand, let me take a look,” can be used to communicate with employees, candidates and other stakeholders on behalf of HR team members. Their advanced language capabilities provide the human touch and customer services expected from HR.

Importantly, these tools save your team time by automating certain communications, allowing team members to focus on strategic HR needs. Chatbots can also help relieve the stress of managing difficult conversations with employees.

As with other generative AI, you can train these chatbots on specific data and information related to your organisation. Developers often integrate these chatbots into other platforms. For example, many advanced applicant tracking systems (ATS) now have an AI assistant that automates communications and coordinates interviews.

5. Personalise experiences

The HR function plays a central role in creating an amazing employee experience. And today, HR leaders are hyper-focused on creating one that attracts top talent, enhances culture and minimises attrition. Generative AI is already contributing to this goal by helping organisations get personal.

That is, generative AI is helping organisations create personalised employee experiences throughout the employee journey. Below are a few key examples:

Adopting generative AI in HR

Human resources continues to experience a quickly moving AI revolution. AI-based software tools are now becoming the norm among more HR teams, particularly in large organisations. They’re helping HR teams maximise productivity, reduce workloads and increase strategic focus.

Most importantly, these tools are enhancing the HR profession in ways that not only benefit them, but also employees. Generative AI tools can enhance employee engagement, well-being, performance and more.

However, overall, formal adoption of generative AI in HR is still a work in progress. According to a survey of 1,100 HR decision-makers:

• Less than half (38%) are using AI.
• Almost one in four (23%) plan to adopt AI in the next year.
• Most non-users (70%) don’t plan to adopt in the next year.

Addressing challenges

To move forward with adoption, HR teams will need to address common challenges. According to research from the Society of Human Resource Management (SHRM), the biggest challenges include:

• Trust in AI tools.
• Employee resistance.
• Lack of resources to manage algorithms.

Additional common challenges include data security and skills gaps. Currently, many HR teams lack the skills needed to implement and manage AI tools.

If you’re adopting generative AI, you can get ahead of these challenges by considering the following three foundational elements:

The foundation for AI adoption

Planning

Create a plan that clearly defines your AI goals and priorities. You and your team will need to consider different approaches to project management and the breadth of AI adoption. You’ll also want to consider communication planning so that employees understand what role AI will play in their work.

Resources

Identify resource needs, including people, skills and funding. To address skills needs, consider training and creating an AI-specific job role to help lead AI adoption. Creating an AI-focused position will help the organisation establish policies, leading practices, and safeguards for generative AI use.

Partnerships

Build partnerships with trustworthy HR tech providers. HR teams must feel confident that their generative AI tools are accurate, safe and secure for the organisation. With the right partner, you’ll be able to ensure compliance and maximise the benefits of your AI solutions.

The future of HR is AI-powered

You’ve likely heard it before: The future of work — of talent management, compliance and more — is AI-powered. As illustrated above, HR teams that have implemented generative AI are ahead of the curve. However, to successfully leverage generative AI in HR, leaders must have a plan, the right resources and trustworthy partners.

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