Employees across all industries are concerned about the impact of AI. Responsible use of AI benefits both employees and employers. By measuring the effectiveness of AI tools over time, HR and talent teams can better understand their long-term impact.
As artificial intelligence gains momentum across industries, many companies are looking to leverage it to benefit their businesses. However, some organizations and their employees still don’t fully understand the productivity potential of AI.
Many companies are just beginning their AI journey and may have a perception that AI is too complex or that it can increase their workload. The long-term benefits of AI may outweigh these initial hurdles, but both organizations and their teams are still figuring out how to take full advantage of AI’s productivity potential. That’s clear.
Utilizing AI effectively starts with learning how to use it. While some employees may be hesitant to get used to AI tools, research from the Indeed Hiring Lab, Indeed’s economic research division, shows that even highly sophisticated AI cannot replace skilled workers. I know I can’t. However, employees must embrace upskilling and continuous learning, especially when it comes to AI.
“GenAI is not going to take your job away, but those who know how to use these tools definitely will. Embracing AI is key to staying relevant in the industry.” This evolving landscape. ”
To overcome AI fears, increase productivity, and tackle workload challenges, we provide practical examples to help businesses use AI responsibly to increase efficiency and stay competitive. The focus should be on identifying. Three considerations are particularly important for HR and talent acquisition professionals:
1. Focus on convenient and efficient AI applications for recruiting and hiring
Some business leaders today have already experimented with AI tools and recognized their benefits, but with all the noise about AI in public today, many are overwhelmed and unsure how to proceed. You may be feeling confused. Addressing these issues, especially in recruitment, starts with recognizing that AI can already make many HR and TA processes faster and simpler.
“HR professionals can leverage AI tools to streamline repetitive tasks while focusing on strategic initiatives and the human side of recruiting,” said Jennifer Warren, Vice President of Global Brand Marketing at Indeed. “You can do that.”
Actual research shows that 87% of HR and TA decision makers are already using AI tools. However, the key to successful use of these AI tools is to recognize both their usefulness and limitations.
Tested and proven GenAI tools support hiring leaders by summarizing resumes, writing job descriptions, and editing interview questions for human review. These tools help companies streamline their HR activities quickly and efficiently. However, GenAI tools cannot replace the human judgment and analysis required for activities such as evaluating and interviewing candidates.
2. Follow Responsible AI Principles
It may be tempting to avoid early adoption of AI given the potential risks, but according to Trey Causey, Indeed’s senior director of responsible technology, “There are too many risks with AI. , are just as dangerous if used carelessly. Both approaches undermine your ability to perform your job effectively. ” Instead, use a trust-but-verify approach that balances rapid innovation with careful implementation.
Companies should only build and use responsible, tested and proven AI solutions that align with their values and can meet legal department standards. Causey recommends evaluating potential AI vendors by asking questions about their views on responsible AI and how they comply with AI-specific regulations. Employers may be new to the AI field, but they should rely on their experience when evaluating vendors of other new technologies, just as they would when hiring experts in a new field.
For example, Indeed is committed to fairness and fairness in its products. To achieve this, Indeed’s Responsible AI team consults across the business, builds tools that Indeed AI developers can use to assess bias in models and systems, and collaborates with a wide range of experts on rigorous quantitative Perform statistical analysis.
Our commitment to responsible innovation is reflected in Indeed’s AI-powered products, including smart sourcing features like “Invite to Apply” job recommendations, an AI job description generator, and candidate highlights.
3. Measuring the impact of AI over time
While productivity and efficiency are certainly desirable, candidate quality, candidate satisfaction, and conversion rates remain top priorities for recruiting teams.
Organizations using AI tools continue to track these traditional metrics, while also looking further ahead to identify other measurable areas that may be impacted over time. must be taken into account.
“Determining how to measure the impact of new technology takes time. As AI creates new capabilities, improving candidate matching will not only benefit recruitment, but also retention, morale, and more. “We might find out something,” Causey said.
After all, it is difficult to predict the long-term business potential of AI, but it is already possible to derive benefits from AI today if you hire experts.
“Can these tools improve hiring? The answer is yes,” Warren said, encouraging hesitant HR professionals and talent acquisition professionals to embrace AI. Echoing Goodell’s warning that those who use AI will outnumber those who don’t, he added: “Let’s make sure we’re in a group that knows how to use AI.”
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This post was created by Insider Studios and Indeed.
