In 2018, before the health crisis, 95% of the HR managers consulted by Markess by exaegis had heard of Artificial Intelligence (AI) but only 17% really intended to invest in the subject, looking at it with a little mistrust. Today for HR managers, the question of the place of Artificial Intelligence in the automation of HR in companies is being asked.
Today, the Covid-19 pandemic has favoured an acceleration of the use of Artificial Intelligence (AI) in HR automation for companies. Its impact on the automation of the HR processes is considered as important or even very important by 63% of the HR decision makers who see it as a means to avoid input errors, to enrich their process and their knowledge of the collaborators of the company.
For example, during the recruitment process, the increasingly frequent use of analytical tools (matching tools, personality tests…) is a reality. Already used to better identify candidates, map skills or detect soft skills, Artificial Intelligence (AI) has been added to digital interviews as a way to optimize recruitment during a period when any physical meeting was made impossible by the confinement. Over the coming months, with the progressive return of physical interviews, everything suggests that the recruitment process will be really refined by the use of Artificial Intelligence.
The overall role of Artificial Intelligence (AI) in HR process automation needs to be nuanced. Indeed, the use of these technologies is only really effective on a limited number of processes, mainly related to ‘human capital management’.
Thus, despite the advanced use of AIM tools, payroll is not among the priorities of HR functions in terms of automation. By 2022, only 19% of the decision-makers consulted believe that the use of AI on this process will be really significant.
The main factor behind this trend is the many barriers to the use of AI considered important or even very important.
Solutions and AI
The price of the solutions, still considered as the main barrier to the use of AI in companies for 56% of the HR departments consulted. Today, solutions are still considered too expensive and have a return on investment that is difficult to measure. – The technical and technological barrier mentioned by 47% of HR managers. Today, the implementation and management of these solutions require technical skills that companies do not always possess internally and that they do not plan to draw on externally.
The software may also require a technological environment and devices that companies do not possess, particularly in terms of interfacing.of their tools, APIs, allowing the link of the new tool with the solutions already existing in the company.
A reluctance expressed by the company’s employees. 41% of HR decision-makers mention it. For the new generations used to living in a digital environment, the rapid automation of the HR function does not pose a problem. On the other hand, more senior profiles who are used to working on a specific tool and less inclined to digital reality are less likely to be able to use it.
May express a form of resistance to seeing their work environment change profoundly and rapidly. However, thanks to the experience gained during the crisis, it seems relevant to think that some of these barriers related to resistance to change will diminish in the coming months.