5 AI-related predictions for the HR profession in 2024

The integration of AI into HR practices demands more than just technological adoption; says Barb Hyman, CEO of Sapia.ai
By: | January 16, 2024

Human resources is one of the most crucial departments in any organisation. As technology and the world change rapidly, HR must evolve and keep up.

So, what will shape the HR profession this year and beyond? Most importantly, AI. And ironically, 2024 will be the year that AI helps us be more human-centric.

Here are five ways that will happen:

1.  Fast follower becomes the mantra

This will be the year we reach a tipping point of smart companies and their fast followers using AI and proudly declaring this to their market and their people. AI use will move from the back room to the front room of HR strategy as progressive CHROs see the accelerated impact of ethical AI on hiring diversity, employee engagement and retention.

AI screening and interviewing will become the must-have AI accessory for every company hiring at scale—not just for the obvious automation efficiencies but because candidates will demand it. The stunning positive feedback from candidates interacting with intelligent and engaging AI chat is creating virality, forcing organisations to embed it rather than resist it.

This same people power will lead companies to turn to ethical AI in decisions about promotions and leadership selection as employees start to realise that they, too, can demand fairness in career opportunities.

2.  Redefining candidate and feedback experiences

The candidate experience will move away from traditional processes toward more personalised and human interactions. Successful organisations will prioritise creating an engaging and dignified candidate journey. This includes dispelling the notion of rigid time constraints during assessments, adopting open-ended questions for deeper insights and leveraging technology to prompt self-reflection. The emphasis on a more human-centric experience will not only attract top talent but also set new standards for engagement throughout the recruitment process.

Another shakeup will be that engagement surveys will see a massive decline. Who wants to complete a survey when you get nothing back? Gen AI will also massively disrupt traditional survey products, creating a more in-depth approach that will kill the traditional survey in under two years.

3.  Dismantling the diversity team paradigm because of AI

The year ahead holds promise for organisations committed to diversity and inclusion. With the right use of AI, particularly in recruitment processes, companies can interrupt biases that persist in traditional approaches. Expect to see a gradual shift away from standalone diversity teams as AI becomes a potent enabler in achieving diverse and inclusive workplaces. Our research indicates that the utilisation of AI resulted in a remarkable 30% increase in female application rates to tech roles, challenging preconceived notions and highlighting the transformative potential of AI in fostering diversity.

As HR leaders, we are striving to create inclusive environments, but unconscious human biases and stereotypes impact the decision-making processes, leading to inequitable outcomes. Ethical AI systems provide HR with a way to analyse large amounts of data and generate insights that can inform decision-making and eliminate biases. Not only does it increase diversity, it displaces biased sources such as resumes, GPAs and social profiles to find people with potential.

4.  Always-on learning for HR professionals

As we navigate the complexities of the AI-driven era, HR professionals must prioritise continuous learning. The landscape is evolving rapidly, and staying ahead requires a strategic understanding of AI trends, ethical considerations and their implications for HR practices. In 2024, successful HR leaders will invest in learning initiatives to build expertise in AI, ensuring they can effectively guide their teams through this transformative journey.

5.  Cultivating strategic partnerships to solve real business problems

The integration of AI into HR practices demands more than just technological adoption; it calls for strategic partnerships with the broader business. HR leaders who collaborate closely with business stakeholders will be better positioned to align AI initiatives with overarching organisational goals. This strategic approach ensures that AI becomes an integral part of the business strategy, enhancing its impact on talent acquisition, employee engagement and overall organisational success.

READ MORE: How AI can impact the global economy and employees

This is the year that more HR professionals will realise that “business as usual” is not good enough. It is time to evolve and thrive. The current tech stack is ill-suited to the HR of tomorrow, which demands intelligent automation and a non-linear and personalised approach. Conversational AI platforms that learn from every interaction will facilitate better relationships and communication in remote work contexts, improve managers’ ability to lead and enhance employee productivity and connection to the organisation.

About the author: Barb Hyman is the CEO and founder of Sapia.ai, one of the most trusted mobile-first Al recruitment platforms, used by companies including Woolworths, Qantas, Target, Air Canada and BT Openreach. This article was first published in Human Resource Executive.