Strategies to Improve HR Processes With AI

Everyone keeps telling HR professionals they need to start leveraging AI more. More AI! More automations! More efficiency! But no one ever seems to offer specific examples of how exactly People leaders are supposed to start incorporating AI into their everyday workflow. So here are a few examples — both free and paid — on how to incorporate #AI into your everyday #HR work streams: 🙌🏼 Free: - Need to write a company policy and FAQ? Just draft your messy thoughts (exclude your company’s name) into ChatGPT and have it draft the entire thing for you. - CEO asking for the financial ROI on a particular initiative? Have ChatGPT recommend a formula to calculate this -Have ChatGPT draft all job descriptions (it’s scarily good at these), take home assessments, and interview Qs. - Have CharGPT calculate your average number of hours spent per open req so you can more effectively calculate recruitment needs - Tell ChatGPT about a complex spreadsheet you need to create and ask for formulas and tricks to automate and otherwise improve the process so you’re not losing time manually copy and pasting - Ask ChatGPT for a list of stats on anything from the business case for DEI to the top reasons employees quit — these will come in handy when presenting proposals to your leadership team - Have it recommend an offsite agenda based on goals you’re trying to achieve + recommended location and hotels based on your offsite budget 💰Paid (ie internal AI license to protect your data): - Throw in all free form responses from your engagement survey or exit interviews and have it analyze the data for trends - Anything to do with numbers crunching: have it calculate your turnover rates, retention stats, ELTV (employee lifetime value), average cost per hire - Have it review your internal company policies for gaps in compliance with state and federal law - Share existing processes (ie recruitment, onboarding, etc), and ask it how to cut the required time by 25% via automations Obviously, you should always apply your own sound logic to AI data and lean on trusted experts to verify any info. It’s definitely not a good idea to replace your employment lawyer with AI. But AI is a great starting point to get your ideas churning, crunch numbers, and quickly analyze large volumes of data. Want more tips for how to use AI, including specific prompts to help you get started? 👉 Check out my recommended list here: https://lnkd.in/edQZfspg 👉 Free AI usage policy for your employees here: https://lnkd.in/e-F_A9hW What cool tips did I miss?

AI isn’t the future, it’s happening now. Here’s how HR teams can harness AI to drive efficiency and elevate employee satisfaction. 1. Let AI Handle Candidate Screening How: AI scans resumes to match candidates with job requirements, automating the initial selection process. Why It Matters: Saves time and reduces unconscious bias, allowing HR to focus on high-value tasks. 2. Get a Heads-Up on Employee Turnover How: AI analyzes engagement metrics and behaviors to flag employees at risk of leaving. Why It Matters: Enables proactive interventions, helping HR retain top talent and maintain team stability. 3. Personalize Learning Paths for Employees How: AI customizes training resources based on roles, career goals, and skills gaps. Why It Matters: Boosts employee engagement by aligning development with individual growth paths. 4. Offer 24/7 Support with HR Chatbots How: AI-powered chatbots provide instant answers to questions about PTO, benefits, and policies. Why It Matters: Enhances the employee experience while freeing up HR for complex issues. 5. Eliminate Bias in Job Descriptions How: AI scans job postings to ensure language is inclusive and unbiased. Why It Matters: Attracts diverse talent and supports your company’s diversity and inclusion goals. 6. Analyze Employee Engagement in Real-Time How: AI runs sentiment analysis on surveys, emails, or internal chat channels to gauge morale. Why It Matters: Offers actionable insights to improve workplace culture and boost retention. 7. Streamline Onboarding Processes How: AI automates paperwork, tracks tasks, and guides new hires through company resources. Why It Matters: Reduces time to productivity and creates a seamless, engaging onboarding experience. 8. Provide Real-Time Performance Feedback How: AI monitors performance metrics and delivers insights for managers and employees. Why It Matters: Encourages continuous growth and keeps goals aligned across teams. 9. Optimize Employee Benefits Offerings How: AI evaluates benefit usage patterns to suggest adjustments that align with employee needs. Why It Matters: Improves satisfaction while ensuring cost-effectiveness for the organization. 10. Simplify Succession Planning How: AI identifies high-potential employees and matches them with future leadership roles. Why It Matters: Maintains a strong talent pipeline and reduces gaps in critical roles. Bottom Line: AI isn’t here to replace HR, it’s here to empower it. From hiring to retention, these tools allow HR professionals to focus on strategy, culture, and the human side of their work. Which AI application would transform your HR function the most? Let’s discuss below! ⬇️ ♻️ Repost to help your network. ➕Follow Ricardo Cuellar for more actionable content like this.

For me, this is still the go to playbook for how to engage your people team around the goal of creating a company culture that embraces AI. A couple of years back, excited by the potential of AI, Gianna Driver encouraged the People Team at Exabeam to “figure out AI”. She said it was a broad directive to find AI applications within HR by their next monthly meeting. However, excitement turned to disappointment when the next month rolled around and no progress had been made. Realizing the need for a more structured approach, the team paused their AI endeavors. This break allowed them to reconsider their strategy without the pressure of producing immediate results or deliverables. About a year and a half ago, they picked it back up, this time with smaller, more focused experiments. One of their first successes was using AI to craft job descriptions. Instead of waiting for hiring managers to specify what they needed, the talent team used AI to generate robust and inclusive job descriptions proactively. This shift not only sped up the hiring process but also impressed hiring managers, opening their eyes to the practical benefits of AI in streamlining HR tasks. 🔄 Identifying More Opportunities for AI: Motivated by their early wins, the leadership team started to evaluate other tasks that could benefit from AI, focusing on those that were repetitive and time-intensive. This strategic move freed up the team to engage more in high-level, strategic work rather than getting bogged down in mundane tasks. 📚 Revamping the Employee Handbook: Traditionally, updating the employee handbook every year has been a cumbersome task, driven by changing laws and internal policies. Gianna’s team introduced AI to this process, using the technology to provide a preliminary update, which was then refined with the essential human touch. 📊 Automating the Merit Process: Their journey didn’t stop there. The team looked at automating their merit process, a task that involves considerable data analysis and decision-making based on various metrics like market deltas and performance scores. By collaborating with their AI-savvy product team, they developed a tool that automated many of the manual steps involved, encapsulating the logic in streamlined AI-driven processes. We're excited to see the great to work that Gianna does at Lattice! ____ 🔔 Get more insights like this delivered directly to your inbox. Sign up for our weekly newsletter in the comments. #HR #CHRO #Peopleleader #chiefpeopleofficer #podcast #hrpodcast #AIHR #AI

"AI is going to take your job anyway." - a friendly and supportive commenter on one of my posts last week. Well, if I'm being honest, I'd be happy for AI to take parts of my job - I have to do some boring things. Why wouldn't I want AI to take some of that on? HR and People work is one of the most natural places for companies to incorporate automation and AI given how much of our work involves repetitive processes. If you’ve ever found yourself: - scrambling to pull together hiring docs - chasing down offboarding tasks - rewriting the same onboarding emails - or wondering why someone suddenly quit... Zapier’s People team just shared a set of templates we actually use to automate all of that. And we’ve made them available for everyone: https://lnkd.in/g-a5mtyh These aren’t generic. They were built by HR folks for HR folks: 🧠 Hiring doc automation (saves 3–5 hours per role) 👋 Offboarding workflows (saves 3–5 hours per exit) 📝 AI-generated 1:1 briefs (15–30 mins saved per meeting) 👀 Attrition risk alerts (helps avoid costly surprises) Shout out to Emily Mabie, Cecilia Garza, Danielle Meinert, and Savannah Kusmik for contributing these use cases and templates! And the best part? You don’t need to implement a new system or abandon your current ones. These plug right into tools you’re probably already using like Slack, BambooHR, and ChatGPT. These workflows could easily save an employee 10-20+ hours a month. But does that mean AI will simply replace those employees? No - it means those we can now reallocate that time towards more important work that helps us and the business do better. Things like collaborating with partners, improving processes, coaching team members, and interviewing more candidates. I view all the "AI will take your job" comments as fear mongering - I'm not worried about it. But I am excited to offload more of my work to AI so I can spend more time doing the stuff I like that actually helps me grow at work! P.S. If you want to learn more about how Zapier is using AI within our HR function, our CPO, Brandon Sammut, is leading an AMA on July 9th - I'll drop his post below so you can check it out!

Is your HR team prepared for the generative AI revolution? Despite the rapid adoption of generative AI by individuals, 85% of organizations are still in the early stages of adoption, with only 10% fully integrating AI across departments. This gap represents a critical opportunity for HR leaders. By embracing generative AI, companies can elevate productivity by up to 40%, improve decision-making processes, and enhance employee engagement. 🔍 Key Insights: ➡ Employee-Led Innovation: While nearly 60% of employees use generative AI for daily tasks, only 27% of HR departments have an AI-driven approach for key functions like recruitment, learning, and development. This underutilization represents a massive untapped opportunity. ➡ Strategic Integration: Effective integration of generative AI requires rethinking operating models, reskilling talent, and reinforcing governance frameworks. Organizations that strategically adopt AI see 20% faster implementation and a 2x improvement in HR operational efficiency. ➡ Impact on HR: HR teams using AI report a 45% increase in talent acquisition efficiency and a 30% improvement in employee retention through data-driven insights and personalized learning pathways. 💡 Actionable Strategies: ➡ Reinvent HR Domains: Incorporating AI into HR can optimize operations across recruitment, onboarding, and performance management. Companies using AI in recruitment reduce time-to-hire by 25% and increase the accuracy of role matches by 35%. ➡ Reimagine Talent Management: 70% of companies face a skills gap, but organizations that leverage AI for reskilling and upskilling programs report 50% faster skills development and increased adaptability to changing business needs. ➡ Reinforce AI Governance: Only 30% of organizations currently have a clear governance structure for AI, yet those with strong governance frameworks experience 3x more successful AI integrations across departments, aligning with broader business goals. For a deeper dive into how your organization can navigate this transition, check out the full McKinsey report linked in the comments below. How is your organization integrating generative AI into HR practices? #HRAnalytics #PeopleAnalytics #TalentAnalytics #FutureOfWork #AIinHR

In December, I facilitated an AI ALPI's AI advisory workshop for a global CHRO and her team. Her question: OpenAI's O3 beat human experts. What does this mean for our HR function? My diagnostic revealed a deeper truth: → Their HR team was drowning in 380 hours/quarter of tasks → $2.7M lost to processes AI already masters → 14 different tools, zero AI architecture The transformation isn't just about O3 beating PhDs (87% vs 81%). It's about what this means for enterprise HR: Our blueprint revealed: 1. Talent Intelligence Revolution → O3-level reasoning means: ↳ Expert-level candidate evaluation at scale ↳ 71% faster hiring decisions ↳ 40% better quality of hire 2. Knowledge Work Transformation → What Google's Deep Research proved: ↳ 173 sources analyzed in 180 seconds ↳ Compensation analysis: 3 weeks → 3 minutes ↳ Market intelligence: Months → Minutes 3. Strategic Capability Leap → The Frontier Math jump (2% → 25%) implies: ↳ Complex workforce planning automated ↳ Predictive analytics at human+ level ↳ Strategic scenarios modeled in real-time Key Insight: The flood of AI intelligence isn't a threat. It's your biggest architectural opportunity. The CHRO's response: "You helped us see this isn't about adding AI tools. It's about reimagining our entire function." Critical Window: 18-24 months before this transition becomes table stakes. 🔥 Want more strategic AI advisory insights? Follow for: → Enterprise AI transformation frameworks → Value capture methodologies → Implementation playbooks → Strategic operating models → Change architecture blueprints #EnterpriseAI #AIStrategy #HRTech #DigitalTransformation #FutureOfWork