The past decade has brought a rapid expansion in the availability of and interest in artificial intelligence (AI) based tools to do HR tasks, but currently these tools risk being on the one hand oversold while at the same time overly feared. These opposing forces in turn make it difficult to implement AI-based HR tools in an effective and responsible way.
AI-based HR tools come in a wide range of forms, aiming to take on some aspect of HR work such as hiring, training, benefits, or employee engagement. They can be oversold when their creators rely on the aura and mystery surrounding AI to promote their product, furthering the belief that AI is all-powerful and incomprehensible to the average person.
At the same time, the use of AI in HR raises concerns given AI’s potential for problems in areas such as data privacy and bias. These concerns are amplified in the HR context where decisions can have significant impacts of people’s lives. While the need for caution when deploying AI-based HR is well-justified, we should also acknowledge problems with the status quo, including well-documented patterns of bias as well as over-reliance on...
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