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A new Gartner study shows that more than three-quarters of HR leaders believe that if their company fails to adopt AI solutions in the next 12 to 24 months, they will lag behind in organizational success compared to those that do.
“The rapid advancement of artificial intelligence is transforming how organizations operate and how work gets done,” explained Kari Naimon, global AI advisor at AIxHR. “Nowhere is this digital transformation more apparent than in the field of human resources. AI-powered tools and technologies have the potential to revolutionize key HR functions and create a more seamless, elevated employee experience.”
Yet, with new predictions and claims made daily, it’s necessary to distinguish reality from myth in what artificial intelligence tools and technologies HR practitioners can use today.
AI for HR: 5 Tools Available Today
It’s easy to get lost in the hype of AI. We all want to believe the technology will do away with routine and dull tasks, speed up operations and make our lives easier. There are a lot of promises, but few platforms have truly delivered.
For HR practitioners looking to optimize their roles or companies with AI, look no further than these top AI for HR solutions available today.
ChatGPT
Maria Diaz, recruiter at Customer.io, said she’s experimented with a few different AI tools, but the only one she uses on a consistent basis is ChatGPT. “I utilize it primarily for brainstorming and improving job postings, crafting engaging interview questions and even structuring certain written content,” she said.
As her company experiences substantial growth, she said, they find themselves navigating uncharted territory and recruiting for brand-new, never-been-filled positions.
“In this dynamic environment, ChatGPT has empowered us to swiftly synthesize information, enabling our team to align behind clear and well-defined hiring objectives and criteria efficiently,” she explained. “This has not only saved us valuable time but has also fostered a unified and strategic approach in our recruitment efforts.”
Kindo
Naimon’s go-to recommendation for organizations concerned about security is an AI platform called Kindo that, she said, comes with multiple security tiers to protect data from prying eyes.
“Kindo was designed from the ground up with robust data protections and controls built-in,” she said, adding that it also provides access to hundreds of different AI models — including OpenAI and Anthropic — without your proprietary data being used to train future AI models.
In addition, Kindo provides the ability to create codified workflows — a single or multiple step series of prompts that a user can go back and use over and over without having to remember the perfect prompt they already created, whether they created that perfect prompt five minutes or six months ago.
Related Article: HR Leaders: With Great AI Power Comes Great Responsibility
Firstup
At Firstup, the HR team uses the company’s intelligent communication platform and AI to understand employee preferences and engagement data and orchestrate personalized communications at scale, across all departments and regions, said Sabra Sciolaro, the company’s chief people officer.
“This allows us to tailor communication and information delivery to each individual employee, when, where and how they want to receive it — which in turn boosts engagement and fosters a more sustainable workforce,” she explained.
Sciolara said Firstup added a number of AI and machine learning-driven engagements to its platform last year, and they started using them immediately. “Since then, employee engagement across the company has improved significantly. For example, the number of employee comms with views, likes, reads, comments, shares within our organization have increased by 151% year over year.”
There’s also been meaningful increases in employees’ sense of belonging and decreases in regrettable attrition, she said, “both of which strongly correlate to connecting employees with the information that is most relevant to them, at the time they will most likely engage.”
Related Article: ChatGPT Opens the Floodgates for AI in HR
Visier
According to Adam Binnie, SVP of product strategy at Visier, generative AI has the potential to see massive adoption and value acceleration for people analytics. “I’ve never seen a new technology move quite this fast,” he said,
Already, dozens of customers are using the Visier Generative AI digital assistant, or “Vee.”
“Many of these customers intend to roll it out at scale next calendar year. When they do, they’ll be able to fully realize the vision of putting the right people insights in the right hands at the right time, so their leaders can close the people impact gap that, for most companies, still stands in the way of corporate performance.”
UKG
Hugo Sarrazin, chief product and technology officer at UKG, said his company has been using AI since 2015 and has more than 2,500 AI models in production across their human capital management (HCM) suites.
One recent development is the introduction of the AI-powered sidekick UKG Bryte, which is designed to help businesses identify trends and challenges in their data. UKG Bryte, according to Sarrazin, will:
- Provide practical advice in key HR areas based on underlying, hard-to-spot trends.
- Identify opportunities for frontline workers to learn new skills and increase their impact and earning potential.
- Help employees and managers pursue specific performance goals with generative AI-powered summarizations of peer and self-feedback.
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He pointed to Costa Coffee as an example of one UKG customer using AI. “Using UKG’s AI-powered planning and forecasting, they’ve been able to dramatically improve staffing levels, especially around the holidays. Staffing levels are important because labor accounts for most businesses’ biggest costs. Too few staff, and customer service suffers. Overstaffed, and it cuts into razor thin margins.”
Related Article: Using AI for HR? Keep This in Mind
Looking Ahead: The Future of AI in HR Decision-Making
Still, Diaz said her company’s approach to AI has been one of cautious optimism — and she’s not alone.
“We're carefully evaluating which AI tools could best serve our needs, prioritizing their potential to streamline our processes and enhance our efficiency. However, above all else, our guiding principle is unwavering: our AI tools must seamlessly align with our firm commitment to upholding fair and ethical recruiting practices.”
Naimon added that, in the next few years, she expects AI to become integral to most major HR processes, such as improved candidate matching and predictive hiring.
“I foresee AI starting to take on higher level responsibilities like advising on organizational design, team composition and even strategy formulation based on advanced analytics,” she said. “The CHRO may have an AI assistant that helps optimize decision-making.”
