Artificial intelligence is here to disrupt industries. We are ready. Are you?

Artificial Intelligence technologies and capabilities are driving digital transformation, growth, and opportunity in nearly every sector.

Due to the development of information technology in the last two decades, human resources (HR) have undergone significant changes. Today, Artificial Intelligence (AI) is reshaping the way that companies manage their workforce and make HR plans, which increases productivity and employee engagement in general.

Given that employee engagement boost company revenue by 26%, it is clear that AI solutions should be accepted to strengthen your team and gain some long-term benefits.

The adoption of artificial intelligence in human resources will speed up processes and create more time for the genuinely human side of the work.



Today, artificial intelligence in HR is a reality, if not a necessity, especially in recruitment and onboarding processes. Artificial intelligence at work saves you time, money and energy by eliminating certain HR tasks. The days are gone when six emails are sent for a simple half hour interview. Interviews can be scheduled quickly, seamlessly and without wasting interviewer time using automatic scheduling tools. Also, there are questions that are asked in every employee onboarding: questions about vacations, trainings, business visions and more. When chat bots arrive, employees can easily ask these questions whenever they come up and free HR to deal with more complex issues.


With so many technological changes taking place almost every month, it is crucial for all employees to continue to learn and improve their professional skills. It is possible to plan, organize and coordinate training programs successfully for all employees. Team managers can plan their team’s digital training opportunities on the basis of skill gap evaluations. Conversational AI can help staff and managers monitor the progress of their training.

Processes automation

AI offers HR a chance to automate business processes and to focus more on strategic work. Anyone in HR knows that much of time is spent on simple exchanges that are not directly linked to the strategic goals of HR. When the worldly, procedural tasks are performed or partially performed automatically, the human element of HR is free to apply its critical thinking skills to more complex problems of people.

As HR becomes ever more reliant on data and the increasingly sophisticated technology necessary to use it, the HR specialist skills list will include interpretation (and creation) of statistics, evidence-based decision making, and hypothesis testing. Artificial intelligence in the workplace is here to stay.