Welcome to HR A to Z, a series crafted by AAB People to decode the latest trends shaping the world of work.
Artificial intelligence (AI) is transforming industries worldwide, and HR is no exception. From streamlining recruitment to enhancing employee engagement, AI offers numerous benefits. However, it also raises concerns about bias, job displacement, and ethical considerations. In Northern Ireland, where employment law and data protection regulations must be carefully navigated, AI presents both opportunities and challenges for HR professionals and employers. This article explores AI’s impact on HR in Ireland and considers its future implications in the workplace.
AI in Recruitment and Talent Acquisition
One of AI’s most significant contributions to HR is in recruitment. Automated tools can scan CVs, screen candidates and even conduct initial interviews. HireVue is a hiring platform tool which can be used to rigorously evaluate candidates based on speech patterns and facial expressions. Results show it has a 4X faster hire time, 20%+ improvement in interview show rates and 24/7/365 candidate engagement which ensures consistent support for them throughout the process, even if this falls outside of working hours.
However, AI-driven recruitment has its downsides. Bias in AI models remains a concern, as seen in an in-depth case study published by Lewis Silkin in which MoneyBank, based in London, used an AI shortlisting tool called GetBestTalent in a recruitment drive. Alleged bias in the tool ultimately resulted in a tribunal claim against MoneyBank for gender discrimination as a disproportionate percentage of males versus females were shortlisted. It highlights the importance of human oversight and not the sole reliance on automated tools in decision making.
AI in Employee Engagement and Retention
AI-driven HR analytics help measure employee satisfaction and predict turnover. For instance, E.O.N, a leading public utility company in Europe, tackled high absenteeism using HR analytics to identify and address its root causes. By testing 21 hypotheses, 11 were confirmed, revealing a strong link between increased absences and insufficient holiday provisions. In response, the company revised its policies, leading to a significant reduction in absenteeism. This case demonstrates how people analytics can drive data-informed policy changes that positively impact employee attendance (LinkedIn).
It is important to be aware that this type of monitoring raises privacy concerns and employees should be informed about how their data is collected, used, and stored to ensure compliance with the UK GDPR and the Data Protection Act 2018.
AI and Workplace Automation
AI is already automating routine HR tasks such as payroll processing, benefits administration, and compliance tracking (The Guardian, 2024). This allows HR professionals to focus on strategic decision-making rather than administrative work. Tools like Sage People integrate AI to manage employee records, track leave requests, and ensure legal compliance (Sage.com).
Despite these benefits, automation also raises concerns about job security. While AI may not replace HR professionals entirely, it will reshape roles. Employers in Northern Ireland must consider upskilling HR teams to work alongside AI rather than be replaced by it. As outlined in the Harvard Business Review, AI Won’t Replace Humans — But Humans With AI Will Replace Humans Without AI. Therefore, there has been a notable increase in organisations delivering training to their teams on how AI can assist them in their roles
The Future of AI in HR: What’s Next?
Looking ahead, AI is set to play an even greater role in workforce planning, predictive analytics, and performance management. It could help forecast skill shortages, enabling proactive training rather than reliance on external hiring or redundancies. Remote and hybrid work models will also benefit from AI-driven collaboration tools that support productivity without compromising employee privacy. However, as AI evolves, legislation will need to keep pace. Regulatory frameworks, such as the EU’s AI Act, may shape future employment laws in Northern Ireland, requiring HR professionals to stay informed and adaptable.
Ultimately, AI is neither a definitive friend nor foe to HR—it depends on how it is implemented. When used responsibly, AI can enhance HR processes, improve decision-making, and create a fairer workplace. However, unchecked AI risks bias, privacy breaches, and job insecurity. Employers must strike a balance, leveraging AI’s strengths while ensuring compliance with employment laws and ethical standards. Transparency, accountability, and continuous monitoring will be essential to ensuring AI remains a tool for progress rather than a source of conflict in the workplace.
Sources:
https://www.hirevue.com/platform/conversational-ai-and-automation
https://www.lewissilkin.com/insights/2023/10/31/discrimination-and-bias-in-ai-recruitment-a-case-study?
https://www.qualtrics.com/
https://www.sage.com/en-gb/sage-business-cloud/people/
https://hbr.org/2023/08/ai-wont-replace-humans-but-humans-with-ai-will-replace-humans-without-ai
https://www.theguardian.com/work-redefined/2024/dec/20/less-admin-more-time-with-people-how-an-hr-professionals-job-has-been-transformed-by-ai
https://www.peoplemanagement.co.uk/article/1895728/hr-struggling-progress-ai-evaluation-implementation-study-finds
https://www.linkedin.com/pulse/power-hr-analytics-real-world-business-cases-role-ai-tamer-el-tonsy-dgbde/
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