How to Implement Generative AI in HR: 7 Use Cases

Generative AI is gradually becoming one of the key tools for automating routine tasks in HR, increasing productivity and improving the overall employee experience.

According to a Gartner study, 76% of surveyed HR leaders believe that if their companies do not implement artificial intelligence solutions, in particular generative AI, over the next 12-24 months, they risk falling behind competitors in achieving organizational success.

So, it becomes obvious that it is time to act. Let’s consider 7 main ways how does generative AI empower the human resource function.

Case 1. Generative AI in recruitment

Generative AI in HR can significantly simplify the recruiting process by automating resume analysis and selecting the best candidates according to specified criteria.

It is also capable of creating personalized invitations to interviews, as well as automatically generating job descriptions, considering the key requirements of the company.

Recruiter preparation for interviewing a technical candidate is also much easier with generative AI. For example, an AI chatbot can help with technical questions for a product manager or tasks for a marketer. This significantly increases the level of interviewer preparation, helping them focus on key points and achieve better results.

Scenarios for using artificial intelligence in recruiting vary depending on business needs and process specifics. For example, one IT company uses generative AI for recruiting during the first interview. It analyzes the text version of the interview by more than 100 parameters, such as word choice, speech rate, sentence structure, and reaction to external stimuli.

The results obtained allow you to group candidates by management qualities, employee autonomy, and even assess their enthusiasm. Thanks to this approach, the company can find the most suitable specialists for its team and increase the acceptance rate of offers.

Case 2. Virtual assistants for onboarding

Virtual assistants and corporate-tailored chatbots based on GPT can significantly simplify the onboarding process. They can provide new employees with personalized instructions, answers to questions, and offer training materials tailored to a specific position.

Case 3. Hyper-personalized professional development plan

Generative AI in HR processes can create individual training programs for each employee based on their prior knowledge, skills, achievements, and career development goals. If the process of creating a microcourse used to take several days, then with a pre-trained generative AI model it takes a few minutes. The result is accurate and timely training and increased employee productivity.

Moreover, such programs can be created not only for HR specialists, but also for specialists who want to achieve career growth or improve certain skills.

Case 4. Generative AI for HR: Sentiment and Performance Analysis

Using employee AI-powered feedback analysis, surveys or absence data, AI can detect early signs of employee demotivation or burnout. This helps HR managers take preventive measures to improve the work environment.

AI can analyze employee performance metrics based on various sources, including peer feedback and KPIs. Based on this data, recommendations are made to improve performance.

Generative intelligence can offer a real breakthrough in creating “skill maps” in organizations using a skills-based approach. Thanks to AI algorithms, companies can quickly answer important questions, such as the following ones:

• Is a specialist ready to move to a new position?
• What courses should be recommended to ensure the specialist is ready for a new position?
• What skill gaps need to be filled to improve the team’s performance?
• What new competencies should be developed to support innovation and competitiveness of the organization?

Case 5.Genarative AI in HR: Deep HR Analytics

In addition, with generative AI for human resources, HR leaders can detect specific patterns and create customized reports that correlate with data from multiple sources, such as:

Generative AI use cases in human resources:

• What is the turnover rate in different departments and how does this affect productivity?
• How are bonuses distributed between different groups of employees depending on their performance?
• Which departments have the most vacancies and what competencies are most needed there for the next stage of the company’s development?

Case 6. Automation of routine tasks

Vacation processing, time off management, and reporting – these routine tasks take up a significant portion of HR specialists’ time. Now you can delegate them to generative AI for HR and focus on strategic tasks that require more analytics and creativity.

In addition, employees often contact the HR department with the same type of questions: “When will my salary be paid?”, “Are there any corporate parking spaces?”, “What is my vacation balance?”. All these requests can be processed by the GenAI chatbot, providing quick and accurate answers.

AI also analyzes the company’s knowledge base and detects gaps in the questions that employees ask most often. It can create articles or recommendations in a few minutes that fill these gaps, thereby facilitating internal communication and access to information.

Case 7. Supporting corporate culture

Even such a difficult task as supporting corporate culture becomes easier thanks to generative artificial intelligence, which helps create engaging texts, develop interactive chatbots, and offer solutions to improve communication between teams.

AI can provide simultaneous translation during corporate online events, automatically transcribe speeches, or provide a summary of key points of speeches, making communication more convenient and accessible for all participants.

Experience of market leaders

A study by Boston Consulting Group indicates that AI can increase the efficiency of HR processes by 30%. And some companies are already actively using it.

• Coca-Cola is implementing artificial intelligence to automate various business processes, including document management, marketing, and the creation of advertising creatives. As part of a partnership with Microsoft concluded in 2024, the company will invest $1.1 billion in Microsoft cloud services and their Azure OpenAI service, which provides access to the most advanced GPT models. An important factor in choosing was the security and compliance of corporate standards provided by Azure OpenAI.
• Unilever uses a generative AI-powered chatbot called U-First to onboard new employees. It helps newcomers navigate the onboarding process, answers their questions, and provides important information about the company, policies, and procedures. In addition, U-First collects feedback, which helps Unilever continuously improve the onboarding process. In this way, Unilever aims to increase employee engagement and improve their retention, while reducing the burden on the HR department.
• L’Oréal uses generative AI to optimize the recruitment process. The Mya chatbot answers candidates’ questions at the initial stages of selection, collecting important information such as visa availability, which significantly saves recruiters’ time. In addition, the AI ​​analyzes and creates job descriptions.

If you are considering implementing generative AI in HR processes, take the opportunity to book a free strategic session. In this session, we will thoroughly analyze your company’s current HR processes and identify areas where the implementation of generative AI for HR will have the greatest impact with specific business metrics.

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