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Generative AI may not steal your job, but it is definitely being used by the ones who are in hiring positions. If you are from your company’s HR team or a mere mortal employee wondering how your HR managers are planning to use Generative AI – here are 10 use cases you should know about.

Key takeaways:

• 10 use cases of using Generative AI for recruitment and people operations
• 5 Real examples of HR, HR-Tech companies, and others using Generative AI for their people operations
• 50 Generative AI for HR tools to improve productivity for HR professionals

10 Generative AI for HR use cases to improve hiring operations

Hiring a single candidate takes a lot of time – even more so when it involves CXO positions. Here are ten key ways in which Generative AI will automate manual work and improve operational workflows for recruitment processes:

1. Write better job descriptions

Unfortunately, you have many examples of job descriptions being published online that make it very clear how little thought the recruiter put into writing them. Sometimes the salaries do not justify the expected work, or the work profile is presented ambiguously. Such mistakes cost the brand’s reputation among stellar job applicants, who may simply skip applying for their jobs.

Not every recruiter is an articulate writer – but now Generative AI will help HR professionals write good job descriptions with supervision from the hiring manager. AI tools for writing job descriptions can help in below five key areas:

• Rectify tone to align it to the brand’s voice and make it inclusive
• Edit to make it more readable
• Include jargon to align with the seniority of the job
• Include localization and cultural patterns to make the job appealing to local talent
• Include relevant keywords in the job description content so that it ranks on search engines

Top 5 AI tools for HR that help generate job descriptions:

• LinkedIn Jobs: the professional social network LinkedIn has already adapted its job hiring features to offer Generative AI job descriptions to recruiters. Learn more – LinkedIn AI-assisted job description
• Grammarly: provides a free AI job description generator where in a few steps it gives you well-written content that aligns with many advanced features of Grammarly for writing (like tone, intention, grammar, language, etc). Learn more – Grammarly AI job description generator
• Workable: provides a free job description writer enabled by AI which incorporates tone and industry requirements in its output. Learn more – Workable AI job description writer
• Dweet: provides a free job description writer that supports the French and English language. It automatically finds information about your company and can refine the output further by giving relevant prompts. Learn more – Dweet job description generator
• Ongig: helps remove gender and racial bias from your job description content. Learn more – Ongig job description writer

2. Manage AI-generated resumes and get job assistance

We will see an influx of AI-generated applications, and I think we need to be equipped to know how to handle it effectively.

Director, manufacturing industry, 10,000+ employees; Source: Gartner

HR teams expect the Generative AI-assisted applications to grow more – wherein candidates will use the Generative AI tools for at least designing their resumes and writing cover letter copies. For this inevitable situation – organizations need to update their hiring processes to make it a level playing field for candidates with Generative AI access and those who have genuinely filled out their applications. Here are some possibilities that HR teams can adopt to deal with Generative AI job applications:

1. Treat both Generative AI applications and Human-made applications the same because your organization prefers to look at outputs
2. Redesign your hiring process to involve more human interactions and skill assessments.
3. Have a separate hiring process for AI-generated applications
4. Deprioritize AI-generated resumes by using AI detection tools.
5. Implement strict anti-AI-generated resume policies to deter any usage for applying to your organization’s jobs.

Options 4 and 5 will get more difficult to implement as AI adoption increases.

I have mixed feelings as the use of AI reduced the need for authentic expression, yet the candidate who uses AI demonstrates tech literacy.

VP, agriculture, forestry, fishing and hunting, 1,000 – 5,000 employees; Source: Gartner

Your approach to AI resume tolerance should be based on the job requirements and its required skill sets. Option 2 is the best course of action as it incorporates more human interactions so that any imposter gets weeded out.

Another option is to use AI resume screening tools which improve the filtering of applications and detect the desired sentiments your company seeks from a resume. They can either detect specific keywords or phrases, determine the tone of the cover letters, or detect numbers (like grades, statistics, timelines, etc.). If your LLMs are used correctly, they can help you scale your hiring process and evenly judge resumes based on pre-defined hiring criteria. It will also help remove spammy applicants.

While some human resources departments and hiring specialists manually review applications, many organizations rely on resume artificial intelligence (AI) scanners. This technology compares resumes to job descriptions to determine which candidates can advance in the hiring process.

Indeed – How to optimize your resume for AI scanners (with tips)

Top 5 AI resume screening tools for HR teams:

• Impress AI: helps screen candidates, automate hiring workflows, and evaluate candidates. Learn more – Impress AI for resume screening
• CVViz: is a dedicated AI resume screening software that helps in ranking resumes, screen resumes contextually, and identifying the best candidates. Learn more – CVViz for AI resume screening
• Hubert AI: is a dedicated AI candidate screening and conversational recruitment tool that helps reduce variability in rating applicants. Learn more – Hubert AI for resume screening
• Affinda: provides free online resume screening software by integrating with your ATS software. Learn more – Affinda for AI resume screening
• Xor AI: helps assess, and score candidates, and automatically schedules an interview with them. Learn more – Xor for AI resume screening

3. Personalize hiring candidate engagement post-rejection

The very ‘first connect’, especially during recruitment acts as a foundation which shapes up candidate’s future experiences. Candidates who are not offered jobs become brand ambassadors of your organization and can greatly influence organization’s image. It has been observed that after several rounds of interviews and psychometric tests, many employers go incommunicado leaving candidates confused. This practice doesn’t paint a good picture and must be avoided. It is important that candidates are provided feedback about their performance and the way forward.

Deepu Xavier, Co-founder at Zappyhire; Source – People Matters

For large organizations, hiring means scouting through thousands of job applicants, filtering them based on algorithms, and leaving the rest on rejection emails. But Generative AI can change this by analyzing the candidate’s performance in the hiring process and assigning them to other roles where they may be a better fit.

This is especially useful in the case of novel job descriptions – where finding a good fit becomes even more difficult irrespective of the applicant pool.

How does one find a unique job profile fit among the existing talent pool? – the new breed of Generative AI-enabled HR-Tech can potentially help here by helping us focus on ‘skills’ rather than ‘credentials’.

One thing this technology does extremely well is tagging—the ability to tag unstructured data for words. There are a lot of businesses that are thinking about applying that to e-commerce, to different types of retail experiences. But you could also apply it to talent acquisition or looking for capabilities. Now you don’t need to look for a credential or a degree. You could look for keywords in terms of capabilities and skills.

Lareina Yee, Senior Partner at McKinsey, source – McKinsey Insights

Top 5 AI tools for HR that help in candidate engagement:

• Sense: is an AI-powered platform that helps with end-to-end recruitment automation platform to design messaging campaigns, chat with candidates while hiring, and build a talent pipeline. Learn more – Sense for candidate engagement
• Phenom: helps showcase employee culture to potential candidates, match talent with the right role, and create personalized career sites. Learn more – Phenom for candidate experience
• Findem: helps in candidate rediscovery by matching new roles with the existing talent pool, alumni, and employee network. Learn more – Findem for candidate rediscovery
• Paradox AI: helps recruiters share conversational career sites that are personalized to every candidate’s hiring journey. Learn more – Paradox for candidate engagement
• Skillate: provides profile-to-job mapping features, chatbot-based screening, and real-time feedback for a smooth candidate hiring experience. Learn more – Skillate candidate experience

4. Better performance review mechanisms

Performance reviews involve scoring and feedback content that requires human scrutiny for a fair evaluation of an employee or a candidate. However, going through so many texts and numbers can induce fatigue and lead to bad evaluations. Generative AI tools can help overcome this by removing manual tasks and helping visualize data better by –

• Summarize: help summarize important insights from huge amounts of data like long-form feedback given by peers.
• Data visualization: formatting insights into data visuals that make data consumption and analysis easy
• Editing performance review content: help draft performance review by changing tone, editing grammar, making it more empathetic, etc.
• Performance comparisons: provide insights into employee performance and generate performance comparisons to make internal hiring or layoff decisions.
• Real-time feedback: now, managers can implement continuous assessment to quickly generate feedback based on employee’s performance on projects in real-time. This helps in course-correcting employees at the right time to improve performance.
• Prepare for performance reviews: employees can use Generative AI tools to help them prepare for performance reviews by providing them instant access to data, sharing insights on gaps, and highlighting achievements.

ChatGPT can become a quintessential organizational network analysis tool, analyzing in real time every conversation happening in the organization from email, Slack, Teams or other communication tools. AI has the power to connect the dots and make sure all parties within organizations are on the same page and no one is left out who shouldn’t be.

Doug Dennerline, CEO of Betterworks; Source: SHRM – How HR Is Using Generative AI in Performance Management

Top 6 AI tools for HR that help in performance review and management:

• Effy AI – helps with 360 employee feedback by using AI to analyze performance and generate reports. Learn more – Effy AI for performance review
• Marcova MX: helps automate performance management tasks, generates action plans, provides AI coaching, and more. Learn more – Marcova MX for performance management
• Betterworks AI: is an AI copilot for performance management helping with AI recommendations to employees via a chat interface, setting goals, and fine-tuning feedback. Learn more – Betterworks for performance management
• Textio: helps with writing and editing feedback to make it bias-free and remove personal attacks. It helps make it more direct, actionable, and concise. Learn more – Textio for performance management
• Manage Better: helps quickly generate performance reviews, design career goals, and provide real-time feedback to employees. Learn more – Manage Better for performance management
• Hypercontext: helps conduct productive one-on-one with employees, align goals, gather meeting insights, and generate reports. Learn more – Hypercontext for performance review analysis

5. Automate employee management tasks with prompts

Employee management involves manual tasks like logging in/out, applying for leaves for their approvals, sharing feedback, and much more. While we have HR SaaS to help automate these tasks, Generative AI takes it a step ahead by reducing the work to mere prompts.

For example, OpenAI’s “function calling” feature enables developers to convert any input, such as “I want to apply for paid leave,” into a direct API call, like accessing the vacation page in Workday or SAP. IBM Watson Orchestrate, currently utilized by SAP, serves a similar purpose. More tools of this nature are expected to emerge from platform vendors and HCM providers.

The end goal is to give employees a one-stop-shop for managing their daily tasks. Rather than logging into separate digital platforms, such as time tracking, HR management, recognition, and performance management, headless experiences let them do more within a single tool they’re already using, such as Slack. As companies migrate between systems, the employee experience remains unchanged, smoothing the historical disjointedness as processes move between functional silos—which is a revolution in and of itself.

Source: IBM – A CEO’s guide to Generative AI

Typical workflows that HR teams can automate for employee management using Generative AI tools include:

• Employee service desk: helps tackle employee issues, disputes, and requests raised for HR-related tasks, solve organizational queries, IT support, and more.
• Employee background checks: can use Generative AI to create various ideal profiles of candidates for a role and use that as a comparison while sourcing candidates. Generative AI can also look into various data points about the candidate and help in forming an impression about their work ethics, personality, social activities, and more.
• Align teams: based on projects, job progress, and results achieved, Generative AI can help align teams by resetting objectives and prioritizing tasks.
• Manage inventory: your teams may require other resources like stationery items, meeting rooms, software, and more. This requires prioritization of tasks, managing time, inventory, etc. The complexity of handling such simple activities increases when your organization is scaling. Generative AI helps analyze your historical usage data, generate insights, and help you make inventory management decisions.

Top 5 AI tools for HR that help in automating employee management workflows:

• Moveworks: is an AI Copilot that helps automate employee service support tickets, manage the knowledge base, and automate tasks like internal communications notifications, approvals, calendar invitations, etc. Learn more – Moveworks for employee management
• Deskflow: provides an AI Copilot to engage employees and solve their queries via a knowledge base and manages support ticket assignments. Learn more – Deskflow for employee support management
• CloudApper AI – provides many AI solutions for HR operations across time management, managing compliance, engaging employees, and more. Learn more – CloudApper AI for employee management
• TraqCheck: leverages AI to automate background checking and onboarding. Learn more – TraqCheck for background verification
• Vityl: leverages AI to streamline company culture, recognize employees based on their performance and special occasions, and generate feedback. Learn more – Vityl for employee recognition

6. Knowledge management for summarization and instant access

Many HR professionals need to look into their HR manuals for many tasks across onboarding, strategizing HR operations, compensation management, etc. Now, your HR team or employees aren’t restricted to mere search functions of the PDF or HR SaaS adopted – they can chat with documents via Generative AI-enabled chatbots.

Thus, it is possible to replace your employee portals with more intuitive chat interfaces for finding, retrieving, and summarizing information intelligently.

Typical use cases of adopting Generative AI for employee knowledge management include:

• Improve knowledge base: your employees may ask queries whose answer isn’t available or make suggestions for additions. Your HR teams can consider including these topics in the knowledge base. It is also possible to recommend or generate new content based on the employee’s search history or requirement.
• Generate content: traditional employee wikis cannot answer questions whose content isn’t available on the documentation you feed to it. However, generative AI makes it possible to ‘generate content’ based on the existing knowledge base.
• AI search: now searching is not dependent on mere keywords as Generative AI can understand your search queries, answer questions like humans, and search across apps, messages, or emails.
• Identify inaccurate information: Generative AI also makes it possible to find inaccuracy or inconsistency in your knowledge base. It also helps identify undocumented information and include it in your wiki.

Top 5 AI tools for HR that help in employee knowledge management:

• Cody: a chatbot app maker that provides chatbot templates for knowledge management. Learn more – Cody for HR AI chatbot
• Slite: provides employee onboarding and team meeting solutions. Also brings data across apps together for easy access and insights. Learn more – Slite for company knowledge management
• Squirro: adds a layer of AI into your knowledge management stack to improve search, classify data, spot trends, and much more. Learn more – Squirro for AI search automation
• Tettra: provides an AI assistant (Kai) for Slack or Microsoft teams to instantly access any information from the knowledge base as you carry out team meetings or chat conversations. Learn more – Tettra for internal knowledge management
• Guru: provides enterprise-level AI search, intranet features, and wiki to help employees access knowledge and generate insights when required. Learn more – Guru for AI enterprise search and knowledge base

7. Identify and communicate personalized career pathways for employees

One of the best ways to retain employees and reduce hiring is to help them upskill. For this, companies invest in their employees by helping them with certifications or courses. However, many of these are general and not aligned with the organization’s needs. Here’s how Generative AI helps in designing careers and upskilling for your employees –

• Create courses: based on the skill gap your company faces, Generative AI can help source information and curate content that helps your employees upskill.
• Design hierarchy: based on your company’s organizational hierarchy, Generative AI can help employees understand a possible career pathway to grow within the organization. Using AI copilots, can design career pathways that your employees seek.
• Mentoring: Generative AI can also act as a mentor to your employees to help them navigate your organization. It will also direct them to the right manager for further assistance.
• Assign work based on career pathways: based on how the employee wishes to grow within the organization, Generative AI can direct your employees to relevant projects and managers.
• Identify skill gaps: a company plans to hire when they observe that certain required skills are not available in the team. But coming to such conclusions may take time, and it takes even more time to hire the right person to immediately fit the bill. Generative AI can help identify such skill gaps and make suggestions as it analyzes performance, productivity, revenues, and other business metrics. It can also identify gaps in diversity, contract duration versus required time to complete the job, non-performing employees, etc.
• Onboard new employees: Existing employees especially at higher management levels may not benefit much from Generative AI onboarding. But for newly joined juniors, when hired on a bulk basis, it will help your HR teams with mass yet personalized onboarding. For example, Generative AI will gather knowledge from your organization and make it accessible to your new joiners by answering any questions they may seek an answer for. It is possible to connect new employees to peers, help them know each other, and connect on virtual coffee sessions for networking.

Top 5 AI tools for HR that help in skill management and workforce transformation:

• Eightfold AI: helps design employee career paths by connecting them with relevant courses, internal projects, or jobs for upskilling. Learn more – Eightfold AI for talent management
• Fuel50: helps in reskilling and upskilling by identifying skill gaps, customer needs, and opportunities. Learn more – Fuel50 for talent upskilling management
• Pymetrics: helps understand existing skill sets, determines skill gaps or opportunities, and strategies a learning path for employees. Learn more – Pymetrics for workforce transformation
• Futurefit AI: enables workforce development organizations and governments to help their candidates connect with the right opportunities, create career roadmaps based on goals, organize assessments, and more. Learn more – Futurefit AI for workforce development
• Sreda AI: understands your knowledge base and creates courses based on skills or career levels to meet organizational business goals. Learn more – Sreda AI for employee training and development LMS

8. Employee engagement and well-being

Thanks to Generative AI – many employees will now focus on purpose-driven tasks that shape business outcomes rather than waste time on transactional or manual work. This increases the chances of employees enjoying their work and knowing the impact of the same – thus improving their workplace mental health.

Generative AI will help organizations move beyond surveys and polls for measuring employee engagement and their mental well-being. It makes it possible to use it as a core HR metric, thus also helping justify and measure the ROI of your Generative AI investment.

Predictive analytics helps you implement mental health practices proactively, rather than relying on a reactive engagement scoring-based approach. It is possible to detect any early warning signs of declining employee morale and take immediate action. However, one has to be aware of how concepts like ‘sentiment analysis’ still lack in understanding complex human behavior.

One of the limitations of sentiment analysis and other AI technology is that they tend to assume one size fits all. If two different people use the same words, it means exactly the same thing. If using facial analysis and if two people are smiling, then the outcome is they’re both happy. Everybody speaks a different language, even when it’s literally the same language. Most AI approaches — even a relatively simple idea like sentiment analysis — don’t respect the fact that we’re different.

Dr. Vivienne Ming, CEO of Socos Labs; Source: Reworked -Can AI Help Improve Mental Health in the Workplace?

Typical areas where you can implement Generative AI for employee engagement include:

• Resolve conflicts: Generative AI can understand conversations to advise managers on resolving team member conflicts if required. It can help analyze proofs, conversations, or videos to assess sentiments in a dispute. It could act like a ‘Third Umpire’ we usually see in sports like Cricket.
• Change management: Generative AI can help conduct impact assessments and detect any resistance to change, which includes use cases like the impact of AI adoption for your organization. It can help communicate your vision of any change made in how your organization is transforming via chatbot conversations, drafting emails, clarifying any queries, and more.
• Handle difficult conversations: a typical difficult conversation includes laying off employees. Generative AI can help draft emails and help sequence the offboarding of the employee.
• Analyzing employee data: Generative AI can help implement 360-view on employees to understand their aspirations, close pay gaps, eliminate any kind of bias in compensation, implement employee feedback, and more.
• Gamify employee experience: Generative AI can improve employee engagement gamification tools by providing better data analysis into their work, achievements, areas of improvement, and more.
• Automate event experiences: HR can now use Generative AI-enabled event management tools to automate many manual tasks in organizing events for employee engagement.

Top 5 AI tools for HR that help in employee engagement and mental well-being:

• Leena AI: helps enterprise organizations measure employee engagement across the employee lifecycle. Learn more – Leena AI for employee engagement
• Kona: is an AI-powered personalized leadership coach that learns from your documentation to advise on any mental health or workplace behavior queries on Slack. Learn more – Kona for leadership coaching and mental health
• Zavvy: helps with onboarding event scheduling and management by managing tasks, calendars, matching people for networking, etc. Learn more – Zavvy for automated onboarding event scheduling
• Ask Viable: helps generate insights from employee feedback, get signals from their grievances, and understand sentiments from their company reviews shared. Learn more – Ask Viable for employee engagement analysis
• Noa Coach: integrates with your organization’s mental health and well-being initiatives via AI coaching, gamify experiences, connecting with human coaches, and more. Learn more – Noa Coach for employee well-being

9. Source candidates and outreach efforts to hire stellar profiles

Good candidates aren’t looking for jobs – but recruiters are always engaging with them in the hope of hiring them at best-negotiated terms. Generative AI will make it easier to source candidate profiles and use a variety of sources to obtain profiles. Here are five key areas to use Generative AI for sourcing good candidates:

• Generate synthetic profiles: based on job descriptions, skill gaps, or knowledge base data, Generative AI can help design ideal candidate profiles and match them with the available talent pool.
• Uncover exceptional talent: Generative AI can help identify profiles that include skillsets that may be relevant to your organization or have been overlooked when manually supervised.
• Personalize outreach messages: hiring star profiles requires outreach and nurturing to offer them roles – and as a recruiter, you need to put the best impression about your organization to convince them to join your team. Generative AI can help craft an outreach sequence that you can schedule.
• Predict candidate performance: based on assessment, Generative AI can help in the prediction of a candidate’s performance for various scenarios you feed. This can act as a pointer to understand the candidate’s reaction during interviews for the questions too.
• Nurture internal hiring: Generative AI can leverage your existing employee’s network to help you find relevant profiles. This makes it easy to get referrals for any background checks.

Top 5 AI tools for HR that help in candidate sourcing and interviews:

1. Fetcher AI: helps showcase your brand to relevant job profiles and source passive and active candidates for job outreach. Learn more – Fetcher AI for candidate sourcing
2. Holly Hires AI: based on your job description, Holly is an AI copilot who helps source relevant candidates, reaches out to them automatically, and engages with them to book interviews with your HR team. Learn more – Holly Hires AI for candidate sourcing
3. Attract AI: helps source candidate profiles from 40+ social platforms, draft high-converting outreach messages, and nurture candidate engagement using sequence messaging. Learn more – Attract AI for candidate sourcing
4. Aspect HQ: is an AI Interview CoPilot that helps search and form insights from your interview with the candidates to help make informed decisions. Learn more – Aspect HQ for candidate interview insights
5. Shared Recruiting Co: is an open-source tool that helps source, follow-up, and engage with candidates. Learn more – Shared Recruiting Co for candidate sourcing

10. Workforce planning and strategy

Employees are a resource that requires planning when it comes to assigning projects and filling gaps for required skills. This involves implementing various HR management frameworks, strategizing with other teams about their requirements, forming budgets, designing workplace culture, and more. Generative AI can help brainstorm and prepare a strategy for these activities which you can further work on to suit the organization’s needs.

Top 3 AI tools for workforce planning, analytics, and strategy:

• IBM: helps prepare AI-guided workforce plans as per strategic objectives, perform scenario analysis, track HR metrics, etc. Learn more – IBM for AI workforce planning
• SAP: has released updated workforce analytics and planning which is enabled by AI (in partnership with Microsoft). Learn more – SAP for AI workforce planning
• UKG: helps in managing different schedules of your employees to manage time zones, forecast trends, and ensure work-life balance. Learn more – UKG for employee scheduling

5 real examples of companies using Generative AI to improve hiring and recruitment practices

HR teams across major companies have already started to adopt Generative AI and train their employees to onboard them into the new system. Here are five important movements where major corporations have uniquely adopted Generative AI for people operations:

1. How Indeed is using Generative AI for HR operations

Indeed’s CEO Chris Hyams is adapting to the reduction in job demand as the economy looks shaky and Generative AI replaces or modifies job roles. For this, he has invested in using AI for their hiring services for more efficiency and cost reduction, while helping other companies with the same.

We have transferred about 50 of our own recruitment people to a product we call Indeed Hire, which is a full-service agency that helps other companies hire. We’re using AI to make this role more efficient. What are the aspects of recruiting that are repetitive, that are annoying? I think of it as the cyborg model — machines and humans working together. We’re not trying to replace you with robots. I want to build the Iron Man suit for recruiters.

Chris Hyams, CEO of Indeed; Source: Bloomberg – Indeed’s CEO Wants to Create ‘Cyborg’ Recruiters Using AI

2. How Stanford Health Care is using Generative AI for candidate engagement

Stanford Health Care uses an AI-enabled chatbot to help candidates navigate various jobs and apply for relevant ones. it helps candidates find ideal jobs that are suitable as per the uploaded resume. The chatbot helps in applying for suitable jobs from start to end. It can also answer any questions candidates may have about their hiring process, about the company, or forward it to the relevant team for answering.

3. How The US Chamber of Commerce is using Generative AI for hiring

The US Chamber of Commerce is interested in improving its capabilities to hire talented candidates via a skill-based hiring process. For this, they have partnered with IBM’s Open Innovation Community to implement and test AI models for such a use case.

This includes designing test cases for the candidates, identifying real skills each candidate is strong at, considering their past work experience, and conveying the results in the form of digital credentials. Based on this, they plan to match the candidates to suitable jobs and educational opportunities for upskilling. Candidates can use these digital credentials to apply to other potential employers.

4. How Amazon uses AI to improve employee productivity and make hiring decisions

Amazon’s warehouses expect their workers to meet certain ‘productivity quotas’ which, when one doesn’t meet can face getting fired. According to The Verge’s report on this news, Amazon has been firing 10% of its workforce annually due to productivity reasons – and uses AI for monitoring and making these harsh decisions. The company faced quite some backlash for such cold firings, and responded with the below statement:

“It is absolutely not true that employees are terminated through an automatic system. We would never dismiss an employee without first ensuring that they had received our fullest support, including dedicated coaching to help them improve and additional training. Since we’re a company that continues to grow, it’s our business objective to ensure long-term career development opportunities for our employees. Similar to many companies, we have performance expectations regardless of whether they are corporate or fulfillment center employees. We support people who do not perform to the levels expected of them with dedicated coaching to help them improve and be successful in their career at Amazon.”

Amazon company spokesperson; Source: Forbes

5. How RingCentral uses Generative AI to hire diverse talent

RingCentral wanted to create a good pipeline of candidates whom they could hire on a proactive and need basis that also supports their DEI initiatives. Going through various sources to find suitable candidates is time-consuming and ineffective in knowing which channels align with their goals. For this, they adopted Findem’s hiring solutions which helped them create a central location to source candidates from multiple channels. This led to a 40% increase in the pipeline of candidates that aligned with their hiring philosophy.

How to get started with Generative AI for HR and Recruitment – next steps

Generative AI will help many organizations save costs for hiring and improve the quality of hired candidates. But Generative AI is a growing technology that improves every 3-6 months. It is not perfect yet, and companies must consider the limitations and risks of adopting Generative AI for HR at the organizational scale.

Here’s how you can get started with Generative AI for HR workflows by keeping its risks in mind:

1. Identify and map manual work that Generative AI can automate. This helps your employees truly understand the benefits of using Generative AI tools as they learn how to augment their usual working style with the software.
2. Take it slow – first conduct experiments over small teams to augment Generative AI into their daily work. Measure impact on productivity, learn from mistakes and incorporate their feedback before scaling Generative AI tools adoption.
3. Before scaling the adoption of GenAI tools, ensure data privacy measures are in place so that these tools safely use your employee, customer, and knowledge base data.
4. Conduct transparency workshops with employees to help them understand which areas of their performance is being evaluated by Generative AI and teach the underlying technology to make the most of it.
5. Generative AI is set to bring change management issues – and hence, your HR teams must adopt change management best practices to ensure your investment in Generative AI yields desired fruits.

How are you using Generative AI for your people operations workflows?

We would love to feature your Generative AI for HR and recruitment use case on this blog post – email to content@merrative.com

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