How Artificial Intelligence Can Eliminate Bias And Improve HR Operations

POST WRITTEN BY

Forbes Human Resources Council

The use of artificial intelligence (AI) is growing, and according to a report by Accenture, it is expected to
double economic growth by 2035 with its integration. From simple AI pieces to more complex problem-
solving uses, the technology has multiple benefits that can help make employees more productive,
efficient and error-free.

Using AI as an HR function provides additional advantages by automating many of the processes that a
manager does on a daily basis that can be time-consuming and arduous at best. By adding AI into the
mix, HR professionals can significantly improve and streamline operations, whether by reducing
administrative work or by supporting assessments and corrective actions in a bias-free manner.

Below, eight members of Forbes Human Resources Council share some ways that AI is already impacting,
and is expected to improve, day-to-day operations for HR managers:

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How Artificial Intelligence Can Eliminate Bias And Improve HR Operations

Forbes Human Resources Council

HR executives across all industries offer leadership advice & insights.

POST WRITTEN BY

Forbes Human Resources Council

Successful HR executives from Forbes Human Resources Council offer leadership and management
insights.

The use of artificial intelligence (AI) is growing, and according to a report by Accenture, it is expected to
double economic growth by 2035 with its integration. From simple AI pieces to more complex problem-
solving uses, the technology has multiple benefits that can help make employees more productive,
efficient and error-free.

Using AI as an HR function provides additional advantages by automating many of the processes that a
manager does on a daily basis that can be time-consuming and arduous at best. By adding AI into the
mix, HR professionals can significantly improve and streamline operations, whether by reducing
administrative work or by supporting assessments and corrective actions in a bias-free manner.

Below, eight members of Forbes Human Resources Council share some ways that AI is already impacting,
and is expected to improve, day-to-day operations for HR managers:

All photos courtesy of Forbes Councils members.

Forbes HR Council members discuss their views on AI.

1. Take The Human Out Of Human Resources

I believe that artificial intelligence can be a tremendous value-add into an HR tech strategy, enabling
research, data gathering, information shaping and sharing, and if/then tasks to be delegated and
automated, all the while still having a high level of customer service to the business. - Philip Dana,
Bridgepoint Education
2. Increase Predictive Data Decision-Making

As complex data analysis becomes easily accessible, an increase in predictive data decision-making will
change how we solve and deliver results. For example, performance, culture and career-alignment
analysis, beyond job description match, will help employers target strong candidates in a job search. Or
analysis of worker or product movement will change security and safety procedures. - Thoai Ha, Lynx
Innovation

3. Expand HR As A Resource

The HR function will not be less human with the introduction of artificial intelligence. AI will be suitable
for more basic tasks and even in helping managers with performance management tasks — for example,
appraisals and corrective action. Companies will still need people in their HR offices to be available for
consult, and to make sure AI is delivering information properly. AI will help expand HR as a resource. -
John Mauck, WLR Automotive Group

4. Eliminate Human Bias

Although we cannot entirely remove the "human" aspect of HR yet, artificial intelligence will
unequivocally work as an advocate to HR. AI will help eliminate human bias by identifying potential bias
in job descriptions and HR communication. Not only will it further protect the company from
discrimination litigation, but it also improves the balance of gender and demographics within the
workplace. - Tiffany Servatius, Scott's Marketplace

5. Become A Tactical And Strategic Asset

Artificial intelligence will evolve as a tactical and strategic asset for HR. AI can be used for tactical duties
such as recruiting, onboarding, benefits administration and performance management. The data from AI
can be analyzed to improve operational efficiency and to create strategic plans based on real-time data
for business goals, employee retention, succession planning and organizational development. - Bridgette
Wilder, Media Fusion
6. Reduce Administrative Work

In the next few years, we’ll begin to see artificial intelligence automating certain administrative functions
and reducing the number of menial tasks faced by HR employees. This will give them more time to focus
on the elements of their job that AI cannot replace, such as building relationships with current and
future employees. In the end, AI will not be able to replace the “H” in “HR.” - John Feldmann, Insperity

7. Allow More People Time For HR

"I want more paperwork," said no HR person ever. Artificial intelligence will help to continually automate
tedious administrative processes so that we can be freed up to do what we should be doing best —
improving our people and their experiences at our company. More time will be freed up to meet with
and address employees' real needs, such as engagement, morale, career development, mentoring and
retention. - Ashley Wilczek, Justice AV Solutions

8. Improve Decision-Making And Drive Results

Artificial intelligence like predictive analytics can offer insight into the likelihood of an employee leaving,
their potential and overall level of engagement — information that can lead to better decisions. With
insights based on real data, leaders will become better equipped to take on proactive employee
engagement day to day, and influence positive outcomes for individual employees, teams and their
organization. - Lisa Sterling, Ceridian

https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/10/03/how-artificial-intelligence-
can-eliminate-bias-and-improve-hr-operations/#69d08d45730d

HOW ARTIFICIAL INTELLIGENCE WILL ENABLE STRATEGIC HR

By Jessica Miller-Merrell

March 23, 2017

Artificial intelligence is a branch of computer science that uses machine learning algorithms that mimic
cognitive functions; making machines more human-like.
Given that Human Resources is in fact focused on the people side of the business, I find it oddly ironic
that we, as HR and talent acquisition practitioners, would look to technology to enhance engagement
and human elements.

And yet ironically, we need technology to help HR be more strategic, as well as more human. Otherwise,
we will continue to be bogged down by mundane chores, paperwork, and tactical to-dos—and often
disconnected from how other business units view the value of HR at their company.

Artificial intelligence has a great deal of potential for HR—particularly when it comes to talent
acquisition. From candidate engagement to communication to vetting, A.I. is quickly being adopted by a
number of notable companies like Hilton, Adecco and AT&T to engage job seekers and applicants.

The Growth of Artificial Intelligence

In order to understand artificial intelligence, we need to understand how computers and technology
have progressed. Doing so helps us frame the transition for both consumers and businesses. Bersin by
Deloitte recently released their Human Capital Trends Report, and it was the first time I saw an HR
publication publish content that discusses in great detail the role of the "four transformations" and the
impact they have for HR and recruiters.

The four transformations are centered around the rise of the computer and how this piece of technology
has transformed our life. The first transformation occurred when people started using text characters to
talk directly with computers in the 1970's. The second was the creation of the GUI and the Apple
Macintosh in 1984. The third came in 2007 with the iPhone. We have now entered the beginning of the
fourth transformation, where technology moves from what we carry to what we wear.

The fourth transformation includes virtual reality, mixed reality, wearables and artificial intelligence. So,
why hasn't this been more directly tied to HR departments yet?

The Conflict in HR

Our industry is conflicted. On the one hand, there are a number of HR and recruiting teams who are
already working within the fourth transformation. On the other hand, a large majority of us are still
working in the second and third. (In 2013, Aberdeen reported that 54 percent of HR and recruiting
departments relied on staffing plans that were mostly spreadsheet based.)
The challenge is that reports like Bersin's are highlighting companies who are early adopters—the truth
is, the majority of HR practitioners won't leverage "fourth transformation" technologies until five to 15
years from now.

But this reality needs to change—and that starts with awareness.

Artificial intelligence, particularly in HR, provides practitioners with the opportunity to outsource tasks to
smart technology. It lets us focus on the bigger picture of the business and put our creative and
innovative brain muscles to work. We need to spend time focusing on how HR can transform business
and how data can inform strategy. Most importantly, we need to educate our peers and business leaders
on how this technology can transform talent management—and push HR into the future of work.

HR Moves From Tactical to Strategic With AI | ReWork - Cornerstone OnDemand

https://www.cornerstoneondemand.com › ...

Machine Learning in Human Resources — Applications and Trends

Nabeel Abdul Latheef

Jun 9, 2017

transforming our lives at home and work.

At home, you may be one of the 1.8 Million people who uses Amazon’s Alexa to control the lights, unlock
your car, and receive the latest stock quotes for the companies in your portfolio.

Similarly, in the workplace, artificial intelligence is evolving into an intelligent assistant to help us work
smarter. Artificial intelligence is not the future of the workplace, it is the present and happening today.
The value beyond numbers for CEOs and managers is the power in understanding what’s actually
happening within the company, i.e., with their people. Executives and leaders need information that
helps them point people in the right directions; information — sales data, KPIs etc. — change over time,
and machine learning can react faster than people in helping draw out the insights and inferences that
might otherwise take reams of manpower or not be uncovered at all.

That is why it is essential to identify machine learning trends that have the potential to be applied to HR
as we know it in the foreseeable future and those that do not. Today, we are interested in the former.

Let’s say a major corporation receives ten thousand of resumes every year. Let’s say they make a
thousand hires every year. Let’s say that 500 of those work and 500 do not. Let’s say that this large
corporation keeps all the data surrounding these 10,000 applications and 1,000 hires.

They keep track of who saw the job ad where. They keep track of all the applicants’ resumes and they
come up with a way to categorize all the data contained in those resumes. They even include applicants’
social media activities in the data they obtain and keep. They keep track of their standardized, structured
interview process. They keep track of the language used in the correspondence. They keep absolutely
every piece of data that pertains to the applicants.

They feed all this data into software that uses machine learning, and they feed it continuously from the
first day. Soon enough, certain patterns emerge.

The software discovers that a certain job ad website yields more successful hires. A certain interviewer is
better at identifying the right talent than other interviewers. People who use a certain type of social
media turn out to be better employees. The possibilities are endless, especially when you factor in
combinations of individual factors and patterns.

A software that utilizes machine learning is the only kind of entity that can hope to analyze all this data
and find the patterns. A human HR professional could never do something like this. A traditional, coded
piece of HR software could never do this.
It should be pointed out, however, that some of the patterns and tendencies will turn out to be false
positives and that a human will need to have the final decision when all is said and done. This kind of
advanced analysis and pattern recognition can greatly increase the success rates of hiring decisions.

Employee Attrition

Employee attrition and the subsequent employee turnover is a topic that is being hotly debated these
last couple of years, as true costs of high turnover have become widely-known and as companies are
trying to do everything in their power to stop this bleeding of talent.

The problem is that when company’s internal communications are done the right way, it is impossible to
do any kind of comprehensive analysis of people’s statements, questions, intentions and decisions that
would lead to employee attrition. At least it is impossible for a human HR professional.

However, for a piece of software based on machine learning, certain patterns become identifiable. Just
as an example, certain responses on employee satisfaction surveys and drops in efficiency can be
observed as precursors to employee attrition and their quitting. There are myriad such signals and they
often become important in certain combinations that are impossible to figure out for a mere human
being. Machine Learning technology has been tested here and the chances are it will get better with
time.

The Mythical Engagement

The world of HR has been in uproar about employee engagement for quite a while, with HR specialists
claiming that these are the Last Days of Engaged Employees and that there is nothing companies can do
to prevent their employees from leaving, or at least, mailing it in.

Employee engagement will always be a human-to-human practice; there can be no doubt about that.
However, there is plenty to be gained from smart use of machine learning and software that helps
identify trends when it comes to engaging employees by understanding what it is that keeps them happy
at their organization. This can be done by having data from a common platform ingested into an ML
system which understands and provides numerous ways in having engagement campaigns driven.
Ultimately, this helps in ensuring that the employee be retained and prevent them from leaving for
“greener pastures”.

Chatbots To Answer Frequently Asked Employee Questions

What if a Chatbot provides real time answers to a range of HR questions, including, “Are we off on
Ambedkar Jayanti?” or “What are my medical benefits?” Chatbots are capable of answering any question
and answer set that can be stored in a database. They can also be designed to proactively promote
benefits to employees they may not yet know about. “Hey Nabeel, have you tried our Meditation class
that we are offering in your building today at 3:00 pm? Click here to automatically book yourself. You’ve
been working hard and you deserve it!”

There is also an opportunity to track employee issues using real time analytics and then apply sentiment
analysis to address these issues. Let’s say that a majority of employees are asking questions about late
payments for travel reimbursements. This data can indicate something in the system isn’t working
correctly. Before things become a full blown issue, HR leaders can uncover the issue and communicate a
solution.

Granted there will be questions chatbots cannot answer yet, but the opportunity is here to provide AI for
all types of HR related questions that might be coming into your HR Service Center.

Proceed with Caution!

The use of AI & ML in HR comes with some risks, certainly not as dramatic as the predicted “singularity”
of machine intelligence or the sinister SkyNet in the Terminator!

AI algorithms are imperfect, relatively new and not ready to take over HR processes. AI can’t say with
absolute certainty, for example, that a person is going to lie based on certain communication patterns.
Not only is it inaccurate, but it’s dangerous, and people will get upset. People are already nervous about
how their employers might be using their data, so companies should be transparent about how AI will be
used and emphasize the personal benefits.
Management should take steps to ensure that AI exists not to simply replace HR workers, but rather it
can be used as a way to free them up to do more and better work, such as solving problems the software
can’t resolve. Do not use it only as a tool to reduce cost. In addition, human oversight of AI tools is
important to catch errors and put recommendations in context. These are learning systems and they’re
not perfect.

Choosing the right data is essential to making AI solve real problems. For example, a company that feeds
all of its historical data on high performers into an algorithm could perpetuate bias in recruitment if most
of those performers were male. Looking at the data in a thoughtful way and crafting your choice of data
and your presentation is important. Success in using these technology would be to first establish a
baseline to measure improvement.

Closing Word

Machine learning has made some enormous strides over the last couple of years thanks to certain
technological advances, but it is safe to say that we have yet to see its full impact on the world of
business and HR specifically.

The important thing is not to oppose it immediately and see it as a bringer of doom. The future of HR
will most probably involve a human-machine collaboration and that can end up being a good thing.

https://towardsdatascience.com/machine-learning-in-human-resources-applications-and-trends-
7f7a1473b222