The terms artificial intelligence or AI and machine learning are often used interchangeably by lay people, but there are differences between the two. Understanding AI and machine learning – and how they differ – is critical for using them safely in talent acquisition or other human resources functions.
Artificial Intelligence in HR
Artificial intelligence refers to the broader concept of using machines to perform tasks typically performed by humans.
At HR Data Solutions, this means that rather than having expensive recruiters sort through dozens of applications submitted by sometimes unqualified applicants, we allow the system to perform that task. We define the role of artificial intelligence in human resource management.
Artificial intelligence is a surface-level term. The real danger in human resources is relying on machine learning to drive the performance of those tasks without fully understanding machine learning. So let’s move on.
Machine Learning in HR
Machine learning refers to giving machines access to data, allowing them to learn for themselves based on that data.
At HR Data Solutions, machine learning is applied when we collect a myriad of data points from your workforce – like their qualifications and the most recent ratings on their performance evaluations – and then give that data to a machine and ask it to make decisions about future hires based on that data.
It sounds complicated, and it is.
It sounds risky, and it is.
But with the right risk mitigation strategies, it’s smart and it produces unprecedented insight during the hiring process that can literally transform the way you do business. Here’s what you need to know about the impact of machine learning in HR processes.
AI and machine learning require a human touch
Too many companies who offer machine learning in HR management approach the business leader with a don’t-ask-don’t-tell mentality, saying things like, “It’s not your job to know how it works, it’s your job to reap the rewards,” and, “Just sit back and relax – we’ll take care of it from here.”
The truth is that while AI and ML can be incredibly useful in screening and selection, reducing turnover, improving company culture, and increasing profit, involvement from the local team is key in preventing disparate impact.
What that means is:
- You should run as fast as you can from any HR data analytics company who won’t share the science with you
- You must know how any system you use to make decisions about employment works; the burden is on the employer
- Your insight and feedback into outliers in your data are critical for accurate data analysis; the company you partner with should have questions
- The company you partner with should be transparent about potential biases in your data and help you develop policies and procedures to mitigate the risk of discrimination
To learn more about the transformation that occurs when you safely and transparently incorporate AI in the recruitment process, reach out to the team at HR Data Solutions today. We’re ready to get to work for you!