"Where do I start?"
"Where do I start?"
The most common AI & HR question I get.
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Happy Friday,
The newsletter celebrated three official years the other week, and at the same time, we passed 7000 subscribers - yay! This was well before AI was a thing, and if you want to see my takes on how crypto will impact employee engagement, dive down in the archives… (or please don’t do that).
It started as a “fun thing on the side” to help me improve my writing.
It’s still a “fun thing on the side,” I truly enjoy all the conversations, meetings, and high-fives this has led to.
But enough of looking back - let’s look forward instead with a fresh post about the question that is on a lot of people’s minds - where does one start when one wants to get started with AI in their HR Department?
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You’ve heard the buzz, seen the headlines, and maybe even dabbled a bit yourself.
But here’s the kicker: Most HR professionals understand that AI is crucial, yet many are stuck on the "what next?"
What do you do as a CHRO or HR Director to get started? How do you actually implement this game-changing technology in a way that makes sense and delivers real value?
Let’s cut through the noise. Studies from the past year show that nearly half of HR professionals have already identified AI as a priority. They’re optimistic about its potential to enhance HR functions and boost productivity.
But recognizing its importance and rolling up your sleeves to get started are two entirely different beasts. So, let’s tackle this head-on with practical steps and real-world insights from my experience helping over 50 organizations navigate this exciting terrain.
First Step: Inspiration and Guidance
AI still can seem like a black box for many people, so the first step is to get inspired and informed.
You can book sessions with passionate AI and HR people (like me, wink wink), watch YouTube tutorials, or listen to relevant podcasts. This helps get everyone up to a basic level of understanding. This initial phase is crucial. We need to level the playing field, and in your HR team, you’ll most likely have people who are far ahead and people who need a bit of catching up.
Here’s what works well:
Expert Sessions: Bringing in an expert to run a workshop or a training session can make a world of difference. They can break down complex concepts into understandable chunks and provide real-world examples. Make sure the expert has deep knowledge about HR (important!).
Online Tutorials and Webinars: Platforms like Coursera, LinkedIn Learning, and even YouTube have a plethora of tutorials on AI in HR. These can be great for self-paced learning.
Podcasts and Blogs: There are plenty of podcasts and blogs out there where industry leaders discuss the latest trends and use cases of AI in HR.
But to summarize - you need basic knowledge and there are a multitude of ways of getting that.
Practical Application
Don’t just dabble in AI—make it work for you. Once everyone is up to speed, it’s time to apply what you've learned to real HR problems. Here’s how to make it concrete:
Identify a Problem: Start with a specific HR issue you want to address, like sorting resumes or predicting employee turnover.
Use AI Tools: Implement AI tools to tackle these problems. For example, use a tool like ChatGPT to automate the initial resume screening process.
Iterate and Learn: Monitor the results, gather feedback, and refine your approach. This iterative process helps in understanding the strengths and limitations of AI.
Remember, this isn’t just about playing around; it’s about integrating AI responsibly into your workflows. Always consider data security and privacy regulations.
Having a facilitator guide you through this step can bridge the gap between theoretical knowledge and practical application. Many clients tell me, “It’s so helpful to have dedicated time to play with these models!”
This dedicated time is where the magic happens.
Building Confidence
Confidence in using AI comes from education and continuous practice. Start with user-friendly tools and gradually move to more complex applications.
Encourage your team to explore and experiment. The more they use AI, the more proficient they’ll become. Here’s a simple roadmap:
Start Small: Begin with simple AI tools such as ChatGPT, which require minimal technical knowledge, are free, and have an easy user interface.
Regular Training: Conduct regular training sessions to keep up with new developments and features.
Peer Learning: Encourage team members to share their experiences and learnings.
My Take
Having helped over 50 organizations get started with AI, I can confidently say that the journey is rewarding. The initial investment in time and learning pays off significantly. HR teams become more efficient, decision-making improves, and ultimately, employees benefit from a more responsive and proactive HR department.
To sum it up:
Inspiration and Guidance: Get everyone up to speed with the basics through expert sessions, tutorials, and continuous learning.
Practical Application: Use AI to solve real HR problems and integrate these solutions into your workflows.
Transform, Don’t Replace: Embrace AI’s role in evolving job functions and enhancing human-centric activities.
Remember, the goal isn’t just to adopt AI but to integrate it seamlessly into your HR practices. So, take that first step, get inspired, and start experimenting. Your future HR self will thank you!
Do you need help? Reach out.