You’re hard pressed to look at the news and not find article after article about AI, especially as it relates to the workplace. To discuss this topic more in-depth, Ruth Toombs and Elliott Obermaier from Recruit Rooster took over the DE Talk podcast to chat about what AI in the HR space is, how it works and some current obstacles. Let’s peek at their conversation to see how it aims to make work life easier for HR professionals while simultaneously creating faster, more streamlined processes for job seekers.
Ruth Toombs:
Alright, so Elliott, what are some possible use cases of AI in HR and TA?
Elliott Obermaier:
Yeah, I think there’s a lot of different ways, like we were talking, that AI can start implementing into the regular workday, but some of the things that I thought were the most interesting … I did some work with Gartner and researching with them to just learn a little bit more. Obviously, they’ve been at the forefront of so much research in the business world before, but the first is professional learning and development. Where do workers see themselves in five years?
AI has the potential to assist in recommending personalized training modules for career mobility. It can analyze data on each employee such as their skills and preferences, so then the AI could actually tailor their training according to personal goals, and AI could also help potential HR managers identify hidden talent or identify employees who are ready for promotion based on the patterns that it recognizes within those employees.
Also, encouraging workers to start saving time with tools like ChatGPT. HR managers can use that time and then develop better learning and development programs, better engagement programs for their team so that the workplace is less Excel work like you’re talking about and more really digging into your actual day-to-day task.
The other area that I always think is really interesting … we are in the TA space … is candidate sourcing and hiring. I think a common complaint that a lot of people have about the hiring process is that it’s so slow.
Ruth Toombs:
Oh, my gosh. It’s like jumping through hoops of fire for a lot … Especially larger enterprise companies, oh, my goodness. We’re in a space where we’re small, but we’re mighty, so we don’t have to deal with that, but imagine the companies that have all these layers.
Elliott Obermaier:
Yeah, even then it still took-
Ruth Toombs:
It is. It takes a minute.
Elliott Obermaier:
… how long it takes for any organization. So, I think AI can really help pick up the pace by helping managers nurture each potential hire automatically. It allows them to receive more notifications when candidates apply for open positions, stuff like that. Also, in terms of short-term workers, so many organizations aren’t hiring for the uber-long-scale, invested positions.
Ruth Toombs:
Right now, it’s the holiday season.
Elliott Obermaier:
Yeah, exactly. Yeah, AI in HR can help organizations fill those positions quickly by using NLP or natural language processing capabilities. Those tools can automate manual procurement tasks, save HR teams valuable time for planning for strategic innovations and meeting client needs. For example, AI tools can actually help managers compile requirements from stakeholders and then work within a vendor management system to open a request with suppliers to find potential contractors and schedule interviews with hiring managers. So, it really can really help just organize a better system and create that automation that allows the hiring process to flow more quickly.
To hear about the different types of AI being used in HR, as well as their benefits and pitfalls, listen to the full episode – and thanks to our Recruit Rooster team for having this timely conversation! Stay tuned, we’ve got more great episodes coming up in the coming weeks!
