The use of “Artificial” intelligence in Human Resources might have been puzzling a few decades ago. Not only was human resources regarded as an administrative function to assist organizations in managing employee paperwork, but it also had no direct impact on a company’s strategy. Gradually over the past 30 years, there has been a significant shift in the way the workforce thinks, behaves, and views employment in their lives. Employees now seek more than just a good salary and job security. Companies recognize that talented and motivated employees are the foundation of their success. With the time of great resignation and a talent shortage, organizations must transform their HR departments to provide their employees with an enriching people- centered experience. The entire HR lifecycle, from recruitment to retirement and separation, can be broken down into practices that include many time-consuming routine tasks that can be easily automated to save time.

The latest artificial intelligent (AI) HR and recruitment tools have enabled organizations to dramatically improve efficiencies. While most AI systems help to solve problems, certain AI tools create risks through the very solutions they offer. This is because not all AI talent systems treat everyone fairly. Without intending or even realizing it, AI can generate discriminatory results. Relying on such software affects not only candidates and employees, but also the organizations who use this technology. Good HR and recruitment practices require good technology.

By attending this masterclass, you will learn why bad outcomes might happen even if they were not intended and what you can do to address it. You will learn how to identify a good tool out of the myriad of cutting-edge AI technologies available, while ensuring every person is given a fair chance of success in employment. Last but not least, you will learn about the new regulations that will govern the use of, and responsibility for, AI HR and recruitment technology.