Is it just me or does it seem like everyone has already integrated AI and I barely know what ChatGPT is? With a to-do list a mile long, keeping up with the latest technology doesn’t quite make the top. Unfortunately, AI is developing faster than we think and changing the HR role before our eyes. But HR managers are still split on integrating AI into their operations.

Deel published a survey of 1000 HR professionals with decision-making ability and they found an alarming gap with AI. 70% were unlikely to adopt AI in the next 12 months with larger companies more likely to adopt while smaller companies are barely engaging with it.

In 2012, I worked with a recruiting manager who was old school. She used file cabinets, desktop folders, and a backup external hard drive. She built her process around these systems and believed it would slow her down to learn a new system.

Unfortunately, the company grew too big to allow her to keep up with the demand, and she had to adopt Bullhorn. It was a steep learning curve, but one she needed to tackle if she was going to position the company, as well as herself.

What we can’t deny is AI is going to change HR in a big way, both for those who adopt it and those who don’t. But regulation hasn’t exactly caught up yet and with HR’s compliance challenges on top of an unmanageable workload, integrating AI can be a tall order. So is it ok to wait before integrating?

Jeanne Meister, a global HR consultant and thought leader on the future of work, says, “Some occupations will shrink, some will grow, and others will evolve with new roles, reskilling and job redesign. Certain tasks in recruiting and HR service centers will become automated, but the largest amount of change will be in the evolution of roles.” AI will not replace you, but it will change your responsibilities.

What we can’t deny is AI is going to change HR in a big way, both for those who adopt it and those who don’t. But regulation hasn’t exactly caught up yet and with HR’s compliance challenges on top of an unmanageable workload, integrating AI can be a tall order. So is it ok to wait before integrating?

Jeanne Meister, a global HR consultant and thought leader on the future of work, says, “Some occupations will shrink, some will grow, and others will evolve with new roles, reskilling and job redesign. Certain tasks in recruiting and HR service centers will become automated, but the largest amount of change will be in the evolution of roles.” AI will not replace you, but it will change your responsibilities.

Recruiting systematically changed with the internet and social media. We’re now at another precipice with Core HR. The HR role will change so those of us who are not experimenting with it are at disadvantaged in the industry.

The newest generation of AI has a powerful ability to analyze and summarize data, giving you insights and meaningful analysis of your information. It’s a game-changer in bringing meaning to diversity, employee engagement stats, and performance reviews. It also has the potential to strip human bias, which is unconscious for most of us. Forbes says, “the white-collar roles AI could support are employment contracts, offer letters, payroll, benefits and engagement surveys.”

• Drafting content for employee handbooks
• Screening resumes
• Short listing resumes
• Skill-matching (match candidates with promoted roles)
• Providing guidance through self-service training
• Analysis for performance reviews, customer feedback, and more
• Summarizing interview notes
• Capturing meeting notes and action items

Common concerns for HR managers is the loss of human interaction, data privacy, accuracy and bias, cybersecurity, compliance, and employee trust. I also know co-workers concerned about copyright infringements since AI is machine learning, it sources from the existing data. We put together a safety guide of the current landscape and some considerations to help you explore these concerns.

Other examples include programs like ChatGPT that only source data prior to 2021, so any statistical data given is largely out of date. ChatGPT also doesn’t provide you with the source of that data. Information could be fed through third party systems, which may not have the same safeguards. Bias may even be inherent in the system based on the data it’s sourcing from, like matching candidates to your existing workforce demographic you’re trying to change.

Regulation is the biggest issue in new industries. Consumer privacy laws had sweeping consequences across the nation. AI will undergo a similar process. Can we really justify delaying integration based on that though? The industry is evolving and what will also develop is security. Even the writing tools I play with now have plagiarism features and technology to help you spot AI writing vs. an actual human being.The key to technology testing is to prioritize trustworthy vendors, affordability within budget, and risk aversion. Gartner says, “HR leaders should take into consideration governance, workforce readiness, risks and ethics, and the vendor landscape.”

In what situations do you still require a person on the receiving end? I must admit, when a company uses AI to replace customer service, I get nervous. What’s the user experience? CEO of Matchr, Dave Rietsema, said about his recent experiment with Taalk.ai, “it seems like AI is trying to be too much of a human when it’s a robot. It would be more natural if it were just a robot.

For candidates, there are endless tips about how to use AI to write your cover letter or how to optimize your resume. If you aren’t doing that, you almost can’t compete with the talent who are using it. But after trying it out, I discovered it stripped the originality of my voice. It sounded great, but it wasn’t me. I could only get that insight from experiencing it for myself.

Since research shows HR managers are across the spectrum of entering the space, here are some useful tips to dive in regardless of where you are at with your AI journey.

If you’re starting out, start small. There are many free tools to use. You’ll want to have a strong foundation of the risks to HR and how to navigate safely:

• Download Our AI Safety Guide: What to Consider, Concerns, and How to Take Next Steps
• Explore ChatGPT for creating first drafts of announcements, summarizing meeting notes, or re-phrasing statements. Just write your prompt:

Keep exploring and grow your knowledge of AI tools already offered within applications and systems you currently use. That will save you time and continue to grow your skill set using AI in your role. Almost all platforms have integrated some form of an AI support function like a chatbot or creation tool. Test them out. Does one of them work to use on a daily basis?

Top Rated AI Tools for Human Resources:

• Effy.AI: Free Performance Reviews and Feedback
• Obviously.ai: Prediction tools and insights – $999/month
• HR Signal: Using people analytics, this is a predictive AI that provides insights to proactively retain employees, energize career paths, strengthen talent development and understand workforce trends.
• Leena.ai: For enterprises that can perform complex tasks across applications with a single prompt.
• Seekout: Recruiting and Sourcing
• Skillate: Automated resume matching

If you have integrated AI, you’ll want to consider updating your terms of use, privacy policy, and any disclaimers, as applicable. Perform a risk assessment and seek legal advice on vulnerable interactions of AI with your consumer data or industry privacy laws. Make sure you know how the AI tool you’re using works and are prepared to defend the safeguards.

You’ll also want to be sure you know where the technology intersects with confidential information, that it complies with General Data Protection Regulation (GDPR) or the California Consumer Privacy Act (CCPA); as well as your state’s consumer data privacy laws or industry-specific laws like The Health Insurance Portability and Accountability Act (HIPAA).

Many HR professionals are adopting a wait and see strategy. Will regulations catch up? If I implement and rely on this tool, will it go away? How do I prevent the least amount of friction? It’s important to create your use policy around AI for your company regardless of what stage you’re at, and evolve it as your company adopts the technology. In many job descriptions, employers are already including whether AI is acceptable, stating, “if AI is used in your answers to the job application, you will be disqualified.” This is an example of creating how and when you are going to use it.

Another way to think about diving in is to consider what processes require you to click your mouse over 10 times, the same way, every day, or routinely on a schedule. What processes don’t require decision-making, but simply confirming data? The more repetitive clicks you notice per day, the more you should think about where AI can help. This is how you can evolve your own role.

In recruiting, it may be once an employee is on the shortlist, a bot will call and set up the interview for you and can summarize the notes when you meet. Then, compare to other candidates based on your promoted role, and give you the best probable outcome. You get the idea.

Most importantly, your AI strategy should match the specific issues your company is facing and should be accompanied by clear communications with employees on how the tool works and what the data will be used for. Without this, it may cause morale issues or even spark legal action.

AI is here whether we like it or not. To stay relevant in your job and continue to attract top talent, it is worth it to grow your knowledge. Start from where you are. Think about how you can take your knowledge to the next level during your workday to streamline learning.

Remember, while AI can automate specific tasks, there will always be a need for human skills, such as critical thinking, creativity, emotional intelligence, and social interactions. Treat AI as your digital robot assistant. Expand and experiment. Lean in to where you can stretch to continue to explore more possibilities where you can.