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HR IS digital. (05) - How AI is changing the Future of Work

The rise of artificial intelligence (AI) has brought transformative changes across various industries, and human resources (HR) is no exception. This article explores the history of AI in HR, its impact, and the revolutionary possibilities it offers, such as addressing labor shortages, enhancing customer services, providing career coaching, and improving wellbeing and development training. Additionally, we will highlight the business value AI brings to HR and organizations as a whole, emphasizing why embracing AI is crucial for future-proofing organizations.

A Brief History of AI in HR

Early Beginnings

AI's journey in HR began with the advent of computer technology and the digital transformation of workplaces. In the early stages, HR departments started utilizing basic AI tools like automated resume screening systems to streamline recruitment processes. These early systems, although rudimentary, paved the way for more sophisticated AI applications.

Evolution and Advancements

As AI technology evolved, its application in HR expanded. Machine learning algorithms began to analyze vast amounts of data to identify patterns and trends, aiding HR professionals in making informed decisions. Predictive analytics became a valuable tool for talent management, helping organizations forecast employee turnover and identify high-potential candidates for leadership roles.

The Rise of Chatbots

The introduction of AI-powered chatbots marked a significant milestone in the evolution of HR. Chatbots became indispensable for handling routine HR inquiries, providing instant responses to employee queries, and assisting with onboarding processes. This automation freed up HR professionals to focus on more strategic tasks, improving overall efficiency.

The Disruption of ChatGPT and Beyond

The launch of ChatGPT, developed by OpenAI, brought a new level of sophistication to AI in HR. Unlike traditional chatbots, ChatGPT is capable of understanding and generating human-like text, making interactions more natural and engaging. Its ability to comprehend context and provide detailed, relevant responses has revolutionized HR processes.

Addressing Labor Shortages

One of the most pressing challenges in today's labor market is the shortage of skilled workers. AI, particularly ChatGPT, can help mitigate this issue by:

  • Streamlining Recruitment: AI-powered tools can analyze vast amounts of data to identify suitable candidates quickly. By automating initial screenings, HR professionals can focus on interviewing and selecting the best talent. For instance, Unilever uses AI-powered software to screen and hire candidates, resulting in a more efficient and unbiased recruitment process.

  • Upskilling and Reskilling: AI can identify skill gaps within the organization and recommend personalized training programs. This ensures that existing employees are equipped with the necessary skills to meet evolving job requirements. IBM’s AI-driven platform, Watson, helps employees identify skill gaps and provides personalized learning recommendations, significantly improving skill development.

  • Virtual Employees: AI and language models offer a transformative solution to talent shortage problems by providing organizations with virtual employees capable of handling various tasks.'s "All your AI employees in one" proposition exemplifies this trend, offering a comprehensive suite of AI-powered solutions that can effectively replace entire departments within an organization.

    • These AI employees can automate repetitive tasks, such as data entry and customer support, freeing up human employees to focus on more complex and strategic endeavors. By leveraging AI, organizations can scale operations rapidly without the need for extensive hiring processes, mitigating the impact of talent shortages.

    • AI employees can be trained to adapt to evolving business needs, ensuring agility and flexibility in a dynamic market environment. Moreover, AI-driven insights and analytics can enable data-driven decision-making, enhancing organizational efficiency and productivity.

    • With AI employees handling routine tasks, human employees can concentrate on innovation, creativity, and high-value activities that drive business growth. AI-powered departments can operate 24/7, providing continuous support and service to customers and stakeholders across different time zones.

Additionally, AI can enhance collaboration and communication within teams, facilitating seamless workflow and knowledge sharing. Overall, AI and language models represent a groundbreaking opportunity for organizations to overcome talent shortages, streamline operations, and achieve sustainable success in today's competitive landscape.

Enhancing Customer Services

AI's impact on customer service is profound, offering benefits such as:

  • 24/7 Support: AI-powered virtual assistants can provide round-the-clock support to customers, answering queries and resolving issues promptly. For example, Bank of America’s AI-driven virtual assistant, Erica, offers 24/7 support, handling millions of customer requests efficiently.

  • Personalized Interactions: By analyzing customer data, AI can offer tailored recommendations and solutions, enhancing the overall customer experience. Sephora uses an AI-powered chatbot to provide personalized beauty advice, improving customer engagement and satisfaction.

Career Coaching and Guidance

AI-powered career coaching tools can analyze an employee's skills, preferences, and career aspirations to provide personalized career guidance. This helps employees make informed decisions about their career paths and development opportunities. For instance, LinkedIn's AI-driven career advice tool offers personalized recommendations for skill development and career progression, enhancing employee satisfaction and retention. Yet artificial intelligent language models could enhance personal development with a more personal approach, as a coach with benchmarks and examples.

Research has shown that people, particularly those dealing with psychological issues such as PTSD, may prefer interacting with AI rather than humans for several reasons.

Ellie the AI Therapist:

Researchers at the University of Southern California's Institute for Creative Technologies developed an AI therapist named Ellie. The study found that participants, including those with PTSD, were more open and honest with Ellie than with a human therapist. This openness was attributed to the perception that AI is non-judgmental and offers a safe space for sharing personal issues.

Key Findings:
  • Non-judgmental Environment: Participants felt less judged and more comfortable disclosing sensitive information to Ellie compared to human therapists.

  • Consistency and Availability: AI can provide consistent responses and be available at any time, which is particularly beneficial for those needing immediate support.

  • Anonymity and Privacy: Interacting with an AI provides a level of anonymity that reduces the fear of stigma associated with discussing mental health issues.

Wellbeing and Development Trainings

AI can significantly enhance employee wellbeing and development training by:

  • Personalized Wellbeing Programs: AI can analyze employee data to identify stress levels and recommend personalized wellbeing programs, such as mindfulness exercises or fitness routines. For example, Virgin Pulse uses AI to create personalized wellbeing plans for employees, improving their overall health and productivity.

  • Adaptive Learning: AI-powered training platforms can adapt content based on the learner's progress and performance, ensuring effective skill development. Coursera's AI-driven platform offers personalized learning paths based on individual progress, enhancing the learning experience.

Business Value of AI in HR

For HR

  • Efficiency and Productivity: AI automates repetitive tasks, freeing up HR professionals to focus on strategic initiatives. This increases overall productivity and efficiency. According to a Deloitte report, organizations using AI in HR reported a 20% increase in productivity.

  • Data-Driven Decisions: AI provides valuable insights through data analysis, enabling HR to make informed decisions regarding recruitment, talent management, and employee engagement. Companies like Google use AI to analyze employee data, helping them make strategic HR decisions.

For Organizations

  • Enhanced Talent Acquisition: AI streamlines recruitment processes, reducing time-to-hire and improving the quality of hires. This leads to a more competent and engaged workforce. IBM's use of AI in recruitment reduced the hiring time by 30%, improving the overall hiring process.

  • Improved Employee Retention: By identifying potential issues and recommending interventions, AI helps organizations retain top talent, reducing turnover rates. AI-driven tools can predict employee attrition and suggest proactive measures to retain valuable employees.

  • Increased Competitiveness: Organizations that leverage AI can adapt more quickly to market changes, staying ahead of competitors and maintaining a competitive edge. A McKinsey report highlights that AI-driven organizations are 23% more likely to acquire new customers and 18% more likely to achieve above-average profitability.

The Future-Proofing Imperative

Embracing AI for a Resilient Future

To remain competitive in an ever-evolving business landscape, organizations must embrace AI. AI not only enhances HR processes but also drives innovation and agility across the organization. Those who fail to adopt AI risk falling behind, as they miss out on the efficiencies, insights, and competitive advantages it offers.

Risks of Not Adopting AI

Organizations that resist AI adoption face several risks, including:

  • Inefficiency: Manual processes and outdated systems can lead to inefficiencies, impacting overall productivity and performance.

  • Talent Drain: Failure to leverage AI in talent management can result in poor recruitment and retention, leading to a loss of top talent.

  • Competitive Disadvantage: Competitors adopting AI will outpace organizations that do not, capturing market share and driving innovation.

Best Practices for Implementing AI in HR

  • Start Small: Begin with pilot projects to understand AI's impact and scalability. For instance, start by automating a specific HR process, such as resume screening, before expanding to other areas.

  • Invest in Training: Ensure that HR professionals are trained to work with AI tools. Providing training programs and resources can help employees adapt to new technologies.

  • Data Privacy and Ethics: Implement robust data privacy and ethical guidelines to ensure the responsible use of AI. This includes being transparent about data collection and usage.

  • Collaborate with Experts: Partner with AI experts and vendors to ensure the successful implementation of AI solutions. Collaboration with tech companies can provide valuable insights and support.

  • Continuous Evaluation: Regularly assess the effectiveness of AI tools and make necessary adjustments. Continuous evaluation helps in refining AI strategies and achieving desired outcomes.


The history and impact of AI on HR highlight its transformative potential. From addressing labor shortages to enhancing customer services, career coaching, and wellbeing training, AI offers numerous benefits that can significantly improve HR processes and organizational outcomes. Embracing AI is not just an option but a necessity for future-proofing organizations. By leveraging AI, organizations can enhance efficiency, make data-driven decisions, and maintain a competitive edge in an increasingly dynamic business environment. The time to adopt AI in HR is now, ensuring a resilient and prosperous future for organizations and their employees.

  1. Unilever's AI-powered recruitment process for efficiency and reducing bias Unilever AI Recruitment

  2. IBM Watson's role in skill development IBM Watson HR

  3. Bank of America's AI-driven virtual assistant, Erica Bank of America's Erica

  4. Sephora's AI-powered chatbot for personalized beauty advice Sephora Chatbot

  5. LinkedIn's AI-driven career advice tool LinkedIn Career Advice

  6. Virgin Pulse's use of AI for personalized wellbeing plans Virgin Pulse Wellbeing

  7. Coursera's AI-driven adaptive learning platform Coursera AI

  8. Deloitte's report on AI increasing productivity in HR Deloitte AI in HR

  9. Google's application of AI for HR decision-making Google AI HR

  10. IBM's use of AI in recruitment to reduce hiring time IBM AI Recruitment

  11. McKinsey's report on the competitive advantage of AI-driven organizations McKinsey AI Report

  12. Lucas, G. M., Gratch, J., King, A., & Morency, L. P. (2014). It’s only a computer: Virtual humans increase willingness to disclose. Computers in Human Behavior, 37, 94-100. Link to Study


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