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AI in HR: Hype Vs Reality, HR News, ETHRWorld

Advt Advt By , ETHRWorld Contributor Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App Artificial Intelligence (AI) is the shiny new object in every boardroom discussion. HR, long seen as the custodian of people processes, is no exception. There's a growing buzz that AI will 'revolutionize' HR - automating recruitment, predicting attrition, personalizing learning, and even writing job descriptions. Behind all the buzz and bold claims lies a simple truth: AI in HR is a powerful tool, but it's not where does the hype end and the reality begin?Imagine this: An AI tool scans thousands of resumes in seconds, shortlists top talent, schedules interviews automatically, analyses candidate responses for tone and confidence, and even sends out offer letters - while the recruiter sips is the dream sold by many vendors. And to be fair, some of this is already happening. There are tools which are using AI to assess candidate facial expressions and cognitive traits. LinkedIn Talent Insights can predict talent availability and competitor hiring trends. Chatbots like Paradox's Olivia handle scheduling and FAQs 24/ while these tools are impressive, they are not plug-and-play ground this in a real story.A global tech firm implemented an AI-powered resume screener to reduce time-to-hire. It worked - initially. But six months later, they realized the algorithm was biased. It was favouring candidates from specific universities and inadvertently filtering out applicants from underrepresented root cause? The AI was trained on historical hiring data - which carried human learned: AI is only as good as the data it's fed. In HR, where decisions affect lives and careers, bias isn't just a technical glitch - it's an ethical can genuinely elevate HR when applied with purpose and caution. Here are a few practical examples –1.: Companies like Unilever have pioneered AI in hiring by using gamified assessments and video interviews analysed by AI. This allowed them to screen thousands of candidates faster and more fairly - especially for entry-level roles. The result? A 90% reduction in screening time and more diverse shortlists.2.: AI-driven platforms like Culture Amp and Peakon can analyse employee feedback in real-time to detect mood shifts, burnout risks, or engagement drops - long before traditional engagement/dip-stick surveys would. Imagine an AI alerting HR that engineers in a particular team are showing signs of disengagement based on internal feedback. That's actionable intelligence.3.: Gone are the days of generic training modules. AI tools like EdCast and Degreed now curate learning paths based on roles, career goals, and skill gaps. It's like Netflix for professional growth - relevant, bite-sized, and doesn't understand organizational culture. It can't mediate conflicts, coach a struggling manager, or inspire a team during tough times. These require empathy, context, and emotional intelligence - uniquely human traits.A chatbot can answer policy questions, but it can't detect when a new joiner is silently struggling with imposter a hybrid world, where connection is currency, HR's role is becoming more human, not should HR professionals be afraid of AI? Absolutely not. But we must engage critically, not blindly adopt will not replace HR. But HR professionals who understand AI will replace those who don' future belongs to those who can blend technology with empathy, data with judgment, and automation with human insight. AI is a tool - not the destination. Let's use it wisely, and not let the hype overshadow our most powerful asset: PEOPLE.