Artificial intelligence in Human Resources recently leaped to new heights, with ChatGPT dazzling HR professionals and experts with its boundless capabilities. The possibilities of what the software can do are exhilarating and, at the same time, disconcerting.
There are few federal laws to regulate AI, and only a handful of states have active legislation to aid in regulation. The more intuitive and widespread AI becomes, the need to develop a system to govern AI will be a priority.
Some companies have taken the initiative to develop viable ways to ensure that the AI tools they use are: safe, equitable, non-discriminatory, unbiasing, and secure.
In doing so, HR specialists have surmised that there will be a need for positions that haven’t existed. Contrary to popular belief, AI won’t make human labor obsolete; it could create new jobs for employees.
Debunking The Myth
AI and automation aren’t being deployed to take jobs.
In most cases, organizations want to use AI to help unburden employees, provide better work/life balance, increase productivity, and have technology take care of more mundane tasks. This is especially the case within human resource and talent acquisition teams.
Artificial intelligence for HR can undoubtedly boost productivity in areas like recruitment and candidate sourcing. Recruiters using Watson Orchestrate are equipped with a digital employee (digey) to assist with candidate sourcing and initial contact.
Taking advantage of this resource allowed beta users to save over 12,000 hours of human resources!
That kind of time empowers HR employees to focus on the primary mission, getting the new hires they need much faster to continue business growth. AI will work in tandem with many employees to do the same thing.
AI and automation will also create opportunities for employees interested in AI-related work because there will be a demand for technicians, software engineers, and coders.
The implementation of artificial intelligence is meant to help employees and companies run more efficiently and accomplish their goals faster.
New Roles AI May Create In the Future
As more advancements are made in AI, the lack of regulation will not only become a problem but a potential risk if left unchecked. Until the federal government steps in, companies may have to create new positions, councils or even advisory boards to ensure AI implementation, ethical use, and compliance are key focuses.
Positions Grounded In Ethics
Any position in this department asks the tough questions:
- “Should we do this?”
- “How do we do this ethically?”
- “What impact does it have on the community?”
- “What are the potential risks, and do we understand them?”
AI ethics aims to make sure that AI software and algorithms adhere to social norms while making fair, unbiased decisions consistently and transparently. These employees may need training in sociology and psychology, not just technology and regulatory compliance alone.
Depending on what the company needs, there could be:
- A Chief AI Ethics Officer
A Chief AI Ethics Officer (CAIEO) develops the company’s code of ethics and auditing compliance procedure. Their primary responsibility is identifying and comprehending the ethical risks AI poses to the company and community.
- An AI Ethicist
An AI Ethicist works closely with the developers who engineer the AI tools. AI Ethicists bring social, ethical, and political perspectives to developing and deploying the AI software or system.
- AI Ethics Council
An AI Ethics Council is a body of members or highly knowledgeable employees that deliberate on whether AI systems and algorithms are transparent, fair, explainable, and secure.
IBM has already assembled a very robust AI Ethics Board. ThisWay® Global went through the AI Ethics Board’s stringent guidelines before integrating their technology with IBM to create Watson Orchestrate.
After deliberation, ThisWay Global became the first company to pass and gain the board’s approval!
AI-Focused HR Professionals
Many of the jobs created by AI in HR have been seen before, but the significant difference is their hyper-focus on AI-related tasks.
- AI Talent Acquisition Manager
AI talent acquisition managers will help implement and train recruiters on the recruitment AI technology used in their department. This can be software for candidate sourcing, filtering through candidate profiles, or any job-matching technology.
- AI Employee Experience
AI employee experience professionals look at how employees interact with AI throughout the employee lifecycle and if there’s a need for improvement. AI systems can be used for onboarding, recruitment, retention, development, or promotion.
- AI Compliance Specialist/ Manager/ Officer
As federal and state governments start imposing more AI laws, organizations will need employees that specifically ensure the company’s compliance with soon-to-be AI standards.
This will vary by state and require frequent review of AI laws, especially in HR. Maintaining fairness, equitability, and diversity is a major concern in regard to using AI in HR.
It can be great, or it can magnify the biases already ingrained in our society. These positions will work closely with the AI Ethics department to avert that risk.
Employees Trained To Ask The Right Questions
The emergence of ChatGPT left many users wondering if they were asking the right questions. Once upon a time, we were told that the only wrong question was the one not asked; well, that could be changing.
In light of this information, HR experts realized there would be a need for an AI Narrator Specialist. An AI narrator will have a unique skill set centered around asking the right questions and using human judgment to discern whether the answer is best for the company as a whole.
An AI narrator will be trained to determine the type of data the software requires to function properly and at optimal levels. For example, what to input for the AI system to create policies and procedures to the company’s exact specifications.
This position will more than likely undergo special training from the AI Ethics department as well.
Will AI take away jobs?
Possibly, but the overall goal is to incorporate human employees and digital employees for maximum efficiency, not replace them. AI and automation will create jobs allowing for employee and company growth.
It’ll also alleviate the burden of mundane tasks so employees can learn the skills needed for a digital workplace, figure out more effective processes, and have a better employee experience.
With 69% of organizations using AI for recruitment and hiring, followed by 33% using workforce automation (robotics, algorithms, and machine learning), it’s easy to say that AI isn’t going anywhere.
Numbers like these highly suggest that AI isn’t a fad or trend that will fade away once we get bored with it. It will become an integral part of our workforce and possibly a new normal for HR.
There’s a flood of information regarding how AI is used in hiring and recruitment, and it can be overwhelming to sift through. Representatives at ThisWay are available to clarify and advise you on the benefits of using AI in talent acquisition.
Reach out today to schedule a consultation!