Findings point to further use of AI in more analytical, forward-looking functions
The majority of HR departments across Australia are now using artificial intelligence and automation in some capacity, according to a new report, which revealed a "strategic evolution" in the departments.
Robert Half reported that 85% of HR departments are now utilising AI, with 27% having either fully integrated the technology or making extensive use of it.
Additionally, 82% of HR departments are utilising automation, with 16% making extensive use of it and seven per cent having fully embedded it into their operations.
According to the report, more than half of HR departments are using AI for job description creation and optimisation (58%), as well as résumé screening (54%). Nearly half said they are using AI for:
- Candidate sourcing (49%)
- Employee communications (49%)
- Onboarding (45%)
When it comes to automation, 52% are using it for résumé screening. Nearly half said they are using it for:
- Candidate assessment (48%)
- Job description creation and [optimisation] (48%)
- Exit interviews and offboarding analytics (45%)
- Employee communications (44%)
Future plans for AI, automation
The findings show that recruitment is the top use case for AI and automation in HR departments. However, employers said they have bigger plans for the technology in the future.
"There's a clear strategic evolution within HR," said Emma Sestic, Associate Director at Robert Half, in a statement.
"While the immediate benefits of AI and automation are being realised in high-volume, efficiency-driven tasks, the true transformation lies in the future."
According to the findings, 44% of HR departments are planning to use AI for exit interviews and offboarding analytics.
Another 42% said they plan to use it for compensation benchmarking. Others said they plan to implement it for:
- Compliance and policy enforcement (39%)
- Candidate assessment (36%)
- Employee learning and development (36%)
For automation, 39% of HR departments said they plan to use it for employee learning and development. More than a third also said they plan to use it for:
- Compensation benchmarking (35%)
- Workforce planning and analytics (35%)
- Candidate sourcing (35%)
- Performance management and appraisal (35%)
Employers are rapidly pivoting towards using technology for more analytical and forward-looking functions to become a more data-driven partner to businesses, according to Sestic.
"What began as a push for efficiency is now evolving into a demand for more proactive capabilities," she said.
"The strong intent to use these tools for employee learning and development and workforce planning highlights HR's growing role in anticipating talent needs and fostering a future-ready workforce, rather than primarily reacting to immediate demands."
