In the recent HCI webinar, we learned how ML could help HR professionals find the best candidates. While no single person can be objective in every situation, HR professionals have difficulty sorting through a large candidate pool. Quickly and accurately identifying ideal candidates can free up more human time for more complex tasks. The goal is to minimize bias in hiring, promotion, and rewards.
HR processes data on a massive scale, but the organization’s ability to analyze it is limited. It is imperative that HR analytics provide meaningful insights from these data. With machine learning, organizations can improve workflows and understand training outcomes. The best example of this is ONPASSIVE’s O-Staff. In addition, they can optimize vacation requests and sick days. These insights are empowering and valuable for the business. And as a result, they can better engage employees and create a more productive workplace.
The application of ML in HR is mainly untapped, but some companies are already using it. Google uses its ML algorithm to analyze job applicant attributes and match them to positions based on those attributes. LinkedIn and Glassdoor are also using machine learning algorithms to identify candidates. The companies use these algorithms to attract candidates. The results are more accurate and more consistent than ever. These applications may even improve the way HR teams recruit.
Several HR applications are being created. One of these applications is using ML algorithms in recruiting. This type of algorithm is highly scalable and can trigger training events. Its capabilities can help scale HR reach throughout the organization. Moreover, AI technologies can also be used to improve employee development. For example, Workday builds custom advice for training workers. This advice is based on the needs of the company. Similarly, the system can make written feedback for HR practitioners.
Behavior Tracking
Another application of ML is behavior tracking. ML can easily track an employee’s activity by adding sensors to the workplace. This data is essential in the recruitment process. The more data a company has, the more accurate the results will be. In fact, 80% of all jobs are filled by automation. But inhumane employees experience poor customer service. Whether it’s an overly automated application or a poorly-maintained social media presence, the ML software can make the process more effective.
Cognitive Insight
Cognitive insight in HR is a good use of ML. AI algorithms can interpret data and identify patterns and help HR departments make better decisions. In addition, it can improve the recruitment process by saving countless hours of time and effort. And as we see, ML can be useful for both the recruiting process and the development of human-computer interfaces. The human element will remain an essential part of the human-machine interaction process, so it’s vital to know how the technology can benefit the company.
In addition to improving recruitment, machine learning can also improve efficiency. While some of these applications are false positives, others can increase the likelihood of hiring the right people. While a good hire can increase the odds of successful employee retention, a low rate of staff turnover can reduce the company’s costs. That is why companies must improve the productivity of their HR department.
Bottom Line
As HR professionals, we need to keep pace with the latest trends in machine learning. This technology can be used to make crucial decisions, and it can help employees make better decisions. However, there are still challenges with this technology. For example, if employees are unhappy with their employer, it may be difficult for them to compete with another company. In the end, a company needs to be able to leverage the benefits of machine learning in the HR function.
