Humans First, AI Second
AI is not here to replace us. It’s here to free us.
When used responsibly, it can remove repetitive admin, surface insights, and help HR focus on what matters most: humans.
How many times have you heard about AI lately? AI in tech. AI strategy. AI in job descriptions. AI training. AI...AI...AI!
We’re told AI is the present and the future, and that we need to use it to stay competitive. But let’s be honest: there isn’t a clear roadmap yet. The conversations are loud, but the directions are fuzzy.
For startups, small businesses, and HR peers trying to make sense of it all, I’ve pulled together a practical list of ways AI can actually be used in HR today.
AI is a powerful tool, but its success depends on human management to implement and govern it, along with subject matter expertise to ensure real and responsible impact.
1. Writing & Communication (some of the basics today)
Drafting policies and checking compliance with new Federal/State/Local laws.
Example: Instead of reading 200 pages of updates, AI highlights what’s changed and suggests language updates.
Drafting internal/external communications emails, FAQs, town hall talking points.
Customized language for different audiences.
Idea generation: Interview questions, survey items, pulse-check prompts.
2. Recruiting & Hiring
Job descriptions: Write or refine JDs to reduce bias and attract the right talent.
AI screening platforms—with caution (bias remains a serious issue).
Customized interview questions for roles, levels, or competencies.
Example: AI can provide a set of standard questions for consistency, but also suggest customized ones that matter most to small businesses. For example, when hiring an Office Manager, it might add a question like, “Since we’re a small team, how do you balance wearing multiple hats—like managing vendors, HR paperwork, and team events—without dropping the ball?”
Interview scheduling automation to save hours of back-and-forth.
3. Automation of Processes
Payroll processing with reduced manual entry.
Onboarding automation: Sends location-specific compliance forms, schedules welcome sessions, and tracks completion.
Offboarding automation: Removes access, collects assets, sends exit surveys.
Customized communication by team, level, or location.
Example: An employee in California automatically receives state-specific leave policies, while someone in New York gets theirs without HR juggling spreadsheets.
4. Performance & Learning
Performance review prep: Drafts templates or suggested language based on goals.
Mentorship at scale: Personalized learning recommendations from an “AI coach.”
Compliance training automation: AI tracks completions and reminders.
Example: If a manager forgets to complete harassment prevention training, AI sends reminders before HR has to chase.
AI-assisted training programs tailored to both the organization and the individual.
5. HR Chatbots (“HR Buddy”)
Answer policy or benefit questions 24/7.
Guide new hires through onboarding steps.
Recommend training paths or resources.
Provide managers with quick answers without waiting for HR.
6. Data & HR Analytics
Machine learning insights: Turnover predictions, promotion readiness, skill gap identification.
Compensation analysis: Benchmark salary ranges and equity.
Manager dashboards: Real-time data on sentiment, productivity, and retention risk.
Example: AI flags that one department has higher turnover risk due to low engagement and high overtime.
7. Note-Taking & Task Capture
Meeting transcriptions summarized into action items.
Interview notes turned into candidate scorecards.
Exit surveys summarized into key trends.
8. Support for Managers & Leaders
Real-time employee sentiment dashboards.
AI-powered coaching: Tips for having difficult conversations, feedback delivery, or career development.
Customized insights: Identify skill gaps or team productivity issues.
9. Employee Engagement & Sentiment
Survey sentiment analysis: AI can review engagement survey comments, detect tone, and highlight hidden issues.
Example: An AI tool flags that comments around “work-life balance” are trending negative, even when overall scores look steady.
Risks of AI in HR
Now, let’s get real about the risks.
AI is powerful, but it’s not perfect. When we take the “human” out of HR, we lose empathy, culture, and context the very things that make work meaningful.
Some of the biggest risks:
Bias: AI learns from historical data, which can reinforce unfair patterns.
Hallucinations: AI may “make up” data or present outdated info as fact.
Confidentiality: Sensitive employee data can be at risk if not handled securely.
Transparency: AI-driven decisions are hard to explain or defend legally.
Over-reliance: Prompts and templates aren’t a substitute for a Subject Matter Expert.
Example: An AI tool might recommend rejecting a candidate based on a flawed scoring system. Without human review, that decision could be biased, unfair, or even unlawful.
Championing Responsible Use
Coach managers on building AI literacy so they know what AI can (and cannot) do.
Pilot new tools carefully across cross-functional teams.
Foster a learning mindset: Share resources, run trainings, and encourage experimentation.
Evaluate HR processes regularly: eliminate, augment, or automate with intention.
Final Thought:
Let’s keep experimenting, learning, and sharing.
You can bet this blog was refined and finalized by AI (via ChatGPT). 🙂
