Charlotte Fazekas, Associate Partner specialising in delivering Interim Human Resources executives, along with Andrew Demetriou, Associate Partner, within the Search, Transformation, Digital & Technology Practice, spoke to a diverse mix of People and Culture professionals and Change Management experts with a shared excitement for the burgeoning role of AI in HR.

AI is no longer just a buzzword – it’s changing the face of businesses everywhere. In this fast-paced landscape, talent acquisition teams are already reaping some of the most noticeable benefits; from sourcing candidates to streamlining the interview process, AI-driven tools have the potential to reshape the function at significant speed. As AI continues to evolve, we’re seeing new trends that are set to redefine HR processes even further. Expect AI-driven workforce planning to predict skills gaps before they happen, and advanced employee analytics to provide deeper insights into engagement and performance.

I consider myself hugely privileged that I spend my days speaking to the market’s brightest HR bods; I get to live and experience hundreds of business challenges and can ride the rollercoaster of an organisation going through change from behind the curtain. I live vicariously through the eyes of my clients and candidates, sharing a slice of the excitement, challenge and hopes for the future.

Given this lens, I’m often asked what is happening in the wider world of HR and what other businesses are doing to remain ahead. There are themes that come and go or cycle with the years (hello, performance management), but over the last 18 months the topic has taken a definitive ‘techie’ turn. And for those who know me well and my not-so-secret nerdy tendencies, it won’t come as any surprise that I’ve been thrilled about it!

Bringing minds together to address the tough questions

As starters were served, the room buzzed with energy as attendees from various sectors shared their experiences, challenges, and visions for AI in HR. It was refreshing to see such a breadth of perspectives, from startup innovators to corporate HR veterans, all united by their interest in this transformative technology.

One of the most engaging discussions centred around the challenge of addressing AI’s learning bias. This is something at the forefront of our minds at Eton Bridge Partners as we cautiously explore what AI could mean for us as a business whose tagline is ‘refreshingly human’. It was, therefore, especially interesting to explore how businesses of all scales are attempting to grapple with tools like AI-powered interviewers during early-stage recruitment processes. There are huge opportunities for businesses managing a high volume of applications to reach suitable candidates more quickly, but whilst humans are inherently biased themselves, systems that only further engrain these biases can never be the answer. It was unsurprising, but ultimately heartening to see the level of awareness and commitment to ethical AI practices in HR across the board.

Could virtual HR truly enhance the employee experience?

A concept that particularly captured the imagination of the group was the use of AI avatars – artificially generated representations of brands, personas or even functions – within businesses. For example, an avatar that represents ‘Human Resources’ to all employees may offer a more personalised, approachable and memorable experience when engaging with an HR function. It could facilitate an improved new hire experience; think virtual office tours, tailored information about onboarding, guidelines on signing up for the pension etc, all without considering the potentially reduced workload on HR teams. But at what cost? How does somebody decide on what an avatar physically looks like, and would allowing AI to ‘randomly-generate’ one based on potentially biased company information open a can of worms we aren’t ready for?

The power of data in AI-driven HR

A key point of agreement among all attendees was the critical importance of getting the fundamentals right. There was a strong consensus that as we evolve and integrate AI into HR practices, ensuring the accuracy and quality of our data is paramount. The group emphasised that no matter how sophisticated our AI systems become, they are only as good as the data they’re built upon. This alignment on the need for robust, clean, and unbiased data sets was seen as a crucial step in the responsible development of AI in HR. As a psychology graduate, the case for employee analysis and insights based on deep qualitative data, rather than being driven by pure statistics and figures, is an area of opportunity I’m particularly excited to watch unfold.

Embracing AI with a human touch

Despite the excitement about AI’s capabilities, there was a strong feeling that the future of HR should be AI-assisted but remain fundamentally human-centric. Attendees emphasised the importance of using AI to augment human decision-making rather than replace it, especially in areas requiring empathy and nuanced understanding of human behaviour.

And a little like this article, which was part guided by AI and part concocted by me, the meeting of ‘technology’ and ‘people’ is where I think opportunity lies. This dinner proved to be a microcosm of the larger conversation happening in the HR world about AI. It highlighted both the immense potential and the important considerations we must keep in mind as we navigate this exciting space.

As we move forward, it’s clear that the future of HR will be shaped by those who can harness the power of AI while staying true to the human essence of our profession.

I am so excited for what the future holds in AI and HR and I’m looking forward to further conversations in this space.

A final note to our wonderful guests, thank you again for attending and for engaging so openly in our crazy conversations. I’m thrilled to be able to connect like-minded individuals to talk about all things People and Tech. Until next time…