Human Resources (HR) is set to undergo a significant transformation in the age of AI, as discussed in a paper by Prof. Aco Momcilovic and Prof. Dr. Chaitanya Niphadkar from the Swiss School of Business and Management. AI will streamline core HR functions like recruitment, performance management, training, and administration through predictive analytics and automation tools.
HR professionals will also play a strategic role, guiding organizations to leverage AI as a collaborator, allowing HR to focus on creativity, innovation, and reshaping roles to align with AI-driven possibilities.
In an interview with IT Logs, Momcilovic, who is also the president of the Global AI Ethics Institute, offers his opinion on how fears of AI replacing HR professionals are fueling unnecessary anxiety in the industry.
IT Logs: How do you think AI can compensate when it comes to HR’s ability to make the assessment based on personal communication when they talk to candidates – basically the human element, emotions, etc?
Aco Momcilovic: Imagine this: you’re sitting across from a candidate, and within minutes, you’re reading their body language, gauging their tone, and picking up on those subtle emotional cues that are as crucial as their resume. This is the magic of the human touch in HR—a blend of intuition, experience, and a dash of gut feeling. Of course, if you are well trained and experienced HR / Recruiter.
Now, enter AI. While it might not have that warm handshake or the ability to offer a reassuring smile, AI is like that friend who listens, absorbs, and processes every word you say—only it does this at lightning speed. AI can analyze a candidate’s responses, tone, and even facial expressions (via advanced algorithms) with remarkable precision. It can pick up patterns in a candidate’s language that might hint at their emotional state, stress levels, or even enthusiasm. Not to be forgotten, that there will be many data points available before and after the interview.
But here’s where it gets interesting. AI can complement the human element by providing insights that a human might overlook, particularly when fatigue sets in after the 15th interview of the day. It’s like having an extra set of ears and eyes that never tire. AI can flag inconsistencies, highlight areas for further questioning, or even suggest alternative candidates who might fit the culture better, based on nuanced analysis. Question is also, what tools will be available to candidates, to get prepared better, and are those going to be equally available to all groups of candidates.
However, at least in the short term, AI isn’t here to replace that all-important human connection—it’s here to enhance it. Picture AI as your co-pilot, helping you navigate the complexities of human behavior while you still hold the controls. It can handle the heavy lifting of data analysis, leaving you to do what you do best: connecting with people on a genuine, emotional level.
Is there a reason for HR professionals to fear that AI can eventually replace them – do you think that this will eventually happen?
Ah, the classic fear of robots taking over! It’s a tale as old as time—or at least as old as the Industrial Revolution. Let’s set the scene: HR professionals huddled in their offices, anxiously watching as AI systems whirr and click, analyzing resumes, scheduling interviews, and even making job offers. The fear is palpable—what if the machine gets so good at this that it doesn’t need us anymore?
But let’s take a step back and talk about the mid-term forecast. While AI is indeed getting smarter, faster, and more efficient, it’s not about to become your HR department’s overlord. The fear that AI will replace HR professionals is like worrying that self-driving cars will make road trips with friends obsolete.
Sure, the car might drive itself, but who’s going to curate the perfect playlist, navigate the detours, or tell stories along the way? Similarly, AI can handle routine tasks, but it lacks the human intuition, empathy, and creativity that make HR truly impactful.
Is it one of those unreasonable fears that come with the development of AI?
Think of AI as a highly advanced tool in your toolkit, one that can handle the tedious and time-consuming tasks, allowing HR professionals to focus on the more strategic and human-centric aspects of the job. AI for now can’t negotiate the complexities of human relationships, manage conflicts with emotional intelligence, or foster a company culture that resonates on a deep, personal level. These are things that require a human touch, a nuanced understanding of human nature that no algorithm can replicate.
In short, AI isn’t the enemy; it’s your new assistant—one that never gets tired, doesn’t need coffee breaks, and won’t steal your lunch from the office fridge. The key is to embrace AI as a partner, using its strengths to augment your own, rather than fearing it as a replacement. So, rather than worrying about being replaced, focus on how you can use AI to become even more irreplaceable.
Long term? Very hard to predict. Anything is possible, but I think HRs could be mostly responsible for their potential replacement, in case they don’t react fast enough, don’t learn, don’t upgrade, and don’t become agents of the change in the companies, and HR departments. So, it’s time to start embracing AI and its possibilities – RIGHT NOW.
After a number of inhouse educations, workshops and presentations, that is one of the topics I will definitely research more in the future. And hopefully, create some interesting insights and articles.
