AI in human resource functions promises to major muumna Hprom
As artificial intelligence takes on more HR tasks and is integrated into wokrplaces, employers must balance potential productivity gains with new risks and compliance issues.
Cilla Robinson, a partner in the employee relations and safety team at King & Wood Mallesons, spoke to HRD about some of the key employment law issues for HR leaders as work and decision-making shifts to AI.
Recruitment is one of the HR functions where AI has been rapidly implemented, with a promise of removing conscious and unconscious bias from the hiring process.
But Robinson warns that “while on paper” it seems like a way to remove the bias that humans can bring, AI can also replicate or amplify bias.
“AI is a tool that learns from the information it has at hand. If you get any organisation and look at the last 20 years of successful candidates, that might skew them towards men, at least in certain industries,” she said.
“The key thing for HR professionals to remember in the context of AI, is if you put in data that's biased, it's going to exacerbate bias, without careful prompts to avoid this outcome”.
“Obviously, the upside is that there can be a huge time saving in terms of automation of screening and sifting through applications, so I'm not trying to scare off HR professionals. It just needs to be used with care to ensure that you're getting the best out of AI in that context.”
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