10 Use Cases for AI in HR and One Risk and Recommendation For Each | Brian Heger

In a recent Twitter thread, I wrote about AI in HR, highlighting 10 use cases. To make these insights easily accessible, I’ve compiled the tweets into a PDF, which I wanted to share with you. In this PDF, you’ll find a brief statement of each use case, an associated risk, and a practical recommendation for mitigating that risk. Each tweet serves as a springboard for your own exploration, encouraging you to think through these areas and determine your next steps. To make this process easier for you, each use case page has an editable text box you can use to document your ideas. One example is Employee Onboarding. This use case entails automating administrative tasks and providing personalized training materials. However, a potential risk is that the lack of human interaction and support may lead to decreased employee engagement and connection. To address this risk, organizations can blend AI-driven onboarding with human touchpoints to ensure a well-rounded experience. Another example is Employee Engagement. With AI-powered chatbots and virtual assistants, real-time support for employees becomes possible. Yet, a potential risk lies in the lack of empathy and personalization in AI interactions. Incorporating natural language processing and sentiment analysis is one way to enable AI to offer empathetic responses to tackle this challenge. Other use cases relate to performance management, succession planning, and talent acquisition, to name a few. Remember, the purpose of the PDF is not to provide an exhaustive examination of all use cases of AI in HR. Instead, it aims to spark your thinking and ideas on how your organization might explore a few of these use cases.