Pros are rightfully concerned that AI-powered HR will negatively impact the wellbeing of both employees and employers. How can employees trust HR to handle sensitive issues when they are only able interact with bots instead of human beings?
51% UK business leaders intend to redirect investments from staff to AI. This unsettling reality undermines HR AI initiatives even before they get off the ground. Employees won’t be happy to have their jobs managed by the same technology that could make them redundant.
AI has been poisoned by high-level discussions that focus only on efficiency, and cost-savings. But businesses have the chance to change this script. AI can transform the way people work for their benefit: simpler workflows, less cognitive load and faster results. HR can set the example.
Scaling up HR oversight
The AI in HR is most useful when it supports human decision-making, and not replaces it.
Instead of automating human interactions, HRs could adopt tools to surface trends within teams, summarize performance feedback and anticipate problems before they escalate. These systems cannot understand personal context, nor can they navigate sensitive conversations. Professionals are the only ones who can provide this level of emotional intelligence and judgement.
AI can be used to its best advantage when it is limited to the tasks that it is most adept at, such as processing large amounts of data, identifying patterns and reducing administrative work. It becomes more of an amplifier than a substitute. HR leaders can now focus on strategic issues. What teams are under stress and why? What are our blind spots when it comes to wellbeing? Do we treat our employees fairly?
AI can provide HR with valuable insights into these issues, but only when human teams follow its recommendations carefully and pay attention to details.
Employee experience is a priority
It’s not a question of whether AI is appropriate for HR, but how to do it correctly. HR teams have a unique opportunity to show how AI collaboration can be more effective than AI replacement.
In the UK, HR is under pressure as teams struggle with talent shortages and expectations that they deliver faster results with less resources. AI can help HRs focus on human aspects of their jobs, such as hiring and performance management, while also allowing them to spend more time on other tasks.
It is important to streamline administrative tasks, such as payroll processing and records maintenance. This will give employees the assurance that there are human teams on hand to handle any discrepancies. It would allow HR to be more available to support employees in a proactive manner, for example by conducting catch-ups with individuals to gather feedback and to more regularly assess performance and wellbeing. A consistent HR presence in the workplace is enough to reassure employees.
Smarter and more considerate recruitment
AI can be used to benefit every candidate in the hiring process. AI skills verification, voice calls and other methods can, if used correctly, make interviews easier and more accessible for candidates. AI is a great way to streamline the hiring process. Human oversight will always be important, but AI can take care of the basics, so HRs can concentrate on the final interview.
AI can help speed up the interview process and reduce stress by allowing candidates self-service during the first stage. AI agents could conduct first-stage interviews and pose reactive questions in real-time. Many companies do this already by sending questions to candidates that are answered in prerecorded video. HRs will be able to screen candidates in less time, while maintaining full visibility. They can then focus on making the best first impression possible and gain greater insight into the recruitment process.
It is in the best interests of both candidates and employers to reduce time-to hire. But this can only be achieved if there are no compromises on transparency, inclusion and humaneness.
Strengthening corporate culture
AI gives HR leaders a better view of their organization, and can identify early signs of stress, disengagement, or imbalances that would otherwise be missed. It’s not enough to have insight – it’s how leaders respond that defines a culture. AI can be deployed in a transparent way, without affecting human interaction. This will help create workplaces that encourage early support, frequent conversations, and shared accountability.
Businesses are missing a real opportunity: to create a culture in which people feel valued.
