While adopting artificial intelligence (AI) may come with a learning curve—and skeptics argue it can sometimes be more trouble than it’s worth—the technology offers undeniable potential to help HR professionals save time and streamline operations.

Identifying Problems AI Can Solve
Petrina Thompson, HR lead at financial benefits company Brightside, encourages HR professionals to start by identifying their most pressing challenges and then exploring how AI can provide solutions.

“If you address your biggest pain points first, AI can help tackle tasks that are better suited to systems than people,” Thompson explains. She highlights the importance of an open-minded, trial-and-error approach, which she describes as a valuable learning opportunity.

This sentiment is echoed in a recent Robert Half survey, where 40% of workers expressed optimism about AI. Respondents identified “automating time-consuming tasks” and “increasing efficiency and productivity” as its top benefits.

Applications of AI Across Industries
Workers across various sectors are already leveraging AI in diverse ways:

• Accounting: Automating data entry and generating financial reports.
• Legal: Drafting documents and conducting research.
• HR: Writing job descriptions, sourcing and screening talent, and evaluating employee performance.

Revolutionizing Job Descriptions and Recruitment
AI can simplify the creation of job descriptions, saving HR professionals from starting with a blank page. Thompson suggests inputting required skills and attributes into an AI program, which can generate a draft for refinement.

This approach aligns with findings from an Indeed report on generative AI. The platform’s chief economist, Svenja Gudell, predicts that while generative AI is unlikely to replace entire roles, it will augment and streamline workflows. Gudell also foresees a transformation in job design and the creation of entirely new roles driven by AI’s rapid evolution.

Revamping the Talent Pipeline
AI’s impact extends beyond job descriptions to enhancing recruitment strategies. Thompson emphasizes AI’s ability to diversify candidate pools by identifying untapped platforms and networks.

“AI can guide you to post jobs in unconventional spaces or target candidates with unique backgrounds, skills, or perspectives,” she notes.

Moreover, AI holds promise for addressing biases in the hiring process, though Thompson cautions HR professionals to stay mindful of regulations, such as New York City’s restrictions on AI in hiring. Consulting legal counsel is advised.

Streamlining Summarization and Documentation
AI can also streamline interview documentation and performance review processes. For example, generative AI tools can summarize an employee’s achievements over the year, helping workers craft their self-assessments.

“How much time could we save if AI provided a first draft for evaluations?” Thompson muses, acknowledging that while the first draft may require refinement, it lays a solid foundation.

However, challenges remain. Thompson warns of potential pitfalls, such as misinformation and tone mismatches. John Romeo, CEO of the Oliver Wyman Forum, highlights a broader concern: the rapid adoption of AI outpacing training, creating what he calls an “AI productivity disconnect.”

Maximizing Existing Tools and Staying Focused
Thompson advises HR professionals to explore the AI capabilities already embedded in their current software, avoiding the need for custom-built solutions.

“You don’t have to reinvent the wheel,” she says. “Start with tools you already have and see how AI can enhance them.”

Her final recommendation is to remain strategic. “Pick a couple of tools or projects to focus on. You won’t be able to do everything, and what works today might not be the best solution in a year,” Thompson concludes.

By approaching AI thoughtfully and leveraging its capabilities effectively, HR professionals can reclaim time, enhance productivity, and focus on their strategic goals.