HUMAN RESOURCES AI IS BOTH DIGITAL AND HUMAN
We are developing solutions that reduce process burden; build employee engagement and help with team dynamics. In doing so, HR becomes more strategic with analytics and insights supporting your decision-making.
With the right infrastructure, your HR Department is collecting masses of data. The trick is how to turn this data into meaningful information that helps to guide strategy. By moving away from repetitive, manual tasks, HR can use data to offer more insightful workplace initiatives.
In our conversations with senior employers and many thousands of candidates, there are three key truths:
- Modern recruitment psychometrics are a crutch to take the decision-making pressure away from managers
- Recruitment Consultants are distrusted by both parties
- Applicant Tracking Systems alienate more people than they engage
For HR departments, the application of old-fashioned approaches (admittedly more efficient even if they are still as ineffective), is an expense and time-consuming exercise.
Buyer’s remorse comes about when a person must make a difficult decision, such as a heavily invested purchase between two similarly appealing alternatives. When the buyer has invested time and energy, there feels like an obligation to buy even if it’s not the ideal match – and what follows are feelings of regret once the transaction is complete.
Hiring Managers are susceptible to buyer’s remorse as they have waded through applications, spent money on badly-designed psychometrics, run a series of interviews, and so on. In a race to get headcount filled, there’s the nagging fear that there was someone better out there.
Working within appropriate data privacy guidelines, build a community rather than an applicant pool. Beyond this, proactively build ongoing relationships to help accelerate recruitment, onboarding and integration. Begin the process of talent attraction before you need to attract the talent.
declared skills through supporting narrative. This means that, at first interview, all human bias is taken out of the process.
psychology, culture fit, values and ethics.
Onboarding is an essential activity for any employee. there are suggestions that a strong onboarding process improves new hire retention by 82% and increases productivity by over 70%. Equally important, it just shows that the organisation has its act together.
Through Litha’s Corporate Collaboration Space, employees can speak to all aspects of an organisation. With each department having their own representative Dynamic Learning System, the employee can engage with AI to ask and answer questions. This can include:
- document verification
- completion of all forms
- updates on new skills and training
- access to opportunities across the enterprise
- information regarding policies and processes
- development and updates on personalised benefits
- identifying and answering repetitive employee questions
Litha’s technology also enables bidirectional connection – proactively contacting colleagues to give any updates but to also ask questions. Through our APIs, your structured data sources can be updated through Conversational AI.
Litha’s HR solution brings together psychological insights from all of its technology to help give insights drawn from metadata from such elements as performance, training, coaching and employee engagement surveys. Within the appropriate ethical guidelines, HR will be empowered to identify potential hotspots with regards to teams where there are likely to be resignations.
Despite the potential benefits, there is reticence to go all-in with HR AI and it’s understandable. Artificial Intelligence has been historically over-hyped. However, the post-COVID landscape means that there’s a need to manage a massive amount of HR conversations (recruitment, attrition, churn, performance, occupational therapy, etc.). Now is the time to bring in a co-ordinated team of HR solutions that can engage with the workforce.
Our colleagues in Litha can work alongside your HR Team to create a roadmap for change that encapsulates best-in-practice principles of a new kind of HR Officer.