From Hiring to Retention: Practical AI Applications for HR Leaders
As a Gen X’er, I once envisioned that by 2026, we would all be flying in cars or at least have our very own personal robots. While we do not have flying cars yet, Artificial Intelligence (AI) is quickly becoming the next big thing – powering both our personal and professional lives.
AI is already transforming HR faster than most imagined, and it continues to reshape our work by creating efficiencies, improving productivity, enabling innovation, and enhancing roles. For example, Hospitality giant Hilton uses AI to streamline the candidate experience, and Walmart leans on conversational AI for employee onboarding (TeamSense). It is not just global companies that are using AI. According to QTI’s annual HR Trends Survey, 47% of Wisconsin-based respondents reported using AI or automation tools in HR, and 54% indicated they are likely to expand their use due to its positive impact.
The opportunities to use AI are endless. As your organization considers expanding its use of AI in HR, here are a few ideas to consider for 2026.
Talent Attraction:
- Customized job descriptions
Use real-time data to write job postings that remove biases and attract top candidates.
- Prescreening Chatbots
Automate the initial screening process to identify the most qualified candidates.
- Automated Resume Reviews
Screen for key skills or experiences and use machine learning to remove bias.
- Automated Interview Scheduling
Scheduling tools that provide interview availability based on pre-approved time slots, sync calendars, and provide reminders.
Employee Engagement and Retention:
- Predictive Analytics Tools
Help to identify employee trends and provide for a more strategic and data-driven HR approach.
- Virtual Assistants
Provide answers to common HR-related questions about benefits, policies, or processes – especially helpful for the onboarding process.
Learning and Development
- Personalized Training Recommendations
AI-powered platforms that provide training recommendations based on skill gaps or career goals.
- Virtual Coaches
Available 24/7 to provide career advice and guide learning.
Workforce Planning
- Predictive Workforce Modeling
Forecast hiring needs and optimize headcount.
As you integrate more AI tools into your HR strategy, it is important to be clear about your organization’s vision for AI. Establish AI governance and set expectations regarding usage, risk, data privacy, and accuracy. We are all still navigating this new age of AI—collaborate with your teams, share successes, and discuss potential use-case ideas. Above all, AI is an invaluable tool in HR, but it does not replace the importance of the “Human” aspect in human resources.
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