AI in HR: Game Changer or Big Mistake?
- Trish Attah
- Aug 30
- 3 min read
In today's dynamic work environment, technology continues to shape the landscape, and nowhere is this more evident than in Human Resources (HR). With AI at the helm, HR professionals are exploring new frontiers and grappling with the challenges of bias. In this blog post, we delve into the conversations between Trish and Amanda Arrowsmith, an experienced HR leader, to uncover insights on AI's role in HR and how it’s poised to transform the industry.
AI: A Catalyst for Personalisation in HR
One of the most exciting prospects of AI in HR, as Amanda Arrowsmith highlights, is its potential to personalise the work experience much like how personalised recommendations work on platforms like Netflix. The opportunity to tailor employee experiences through AI can lead to enhanced inclusion and performance. By employing AI in repetitive tasks, HR professionals can focus on more significant people-centric activities. However, as Amanda cautions, the key to leveraging AI effectively lies in applying the right safeguards and ensuring transparency about its usage.
The Importance of Transparency and Tackling Bias
Transparency is critical in building trust with AI technologies. Amanda emphasises the necessity of being open about AI applications within organisations and maintaining a clear communication channel with employees. As businesses embrace AI-driven tools, there's also a need for continuous auditing to prevent and address biases—an issue not exclusive to AI, as traditional recruitment practices have long grappled with bias. By fostering diversity in AI training and listening to all voices, HR leaders can work towards more equitable AI systems.
Golden Rules for HR AI Usage
Amanda proposes three core principles for using AI in HR:
1. People First: Ensure the human element remains at the heart of AI integrations.
2. Transparency and Explainability: Be upfront about AI usage and the rationale behind it.
3. Bias Awareness and Continuous Auditing: Continuously monitor AI for unintended discrimination and adjust practices accordingly.
Future Directions: AI in HR Over the Next Five Years
Looking ahead, Amanda envisions AI playing a transformative role in strategic workforce planning by enhancing skills intelligence. Anticipating workforce shifts, identifying required skills, and refining recruitment processes are areas where AI can excel. Additionally, Amanda sees a growing need for HR professionals to embrace data literacy to maintain their relevance in a data-driven landscape. Encouragingly, AI can also make candidate experiences more personalised and supportive.
Managing Red Flags in AI Use
As HR professionals reflect on the potential pitfalls of AI, such as using recorded videos for layoffs, Amanda stresses the importance of maintaining meaningful human interactions in high-impact moments. Companies must navigate the ethical dimensions of AI deployment and ensure that governance frameworks are robust and comprehensive. An interdisciplinary approach, involving IT for technology integrity and HR for human-centered ethics, can pave the way for responsible AI usage.
Charting the Path Forward with an AI-Human Collaboration
Ultimately, the success of AI in HR hinges on a collaborative approach. By balancing technology with the irreplaceable human touch, HR professionals can harness AI for efficiency while fostering growth and maintaining the heart of organisational culture. As the Avengers of the corporate world assemble to tackle AI's challenges and opportunities, the potential for AI to drive positive change in HR is boundless. As Amanda reminds us, we must remain curious, continuously learning, and adapting our strategies to align with technological advancements—all while putting people first. Let's embrace the AI evolution together, shaping a better future for HR and beyond.
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Disclaimer
All information within the post is provided for guidance only; always seek your own legal advice.
The information with this post was correct at the time of publishing, August 2025 but may be subject to change.
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