Today’s widespread adoption of AI poses both a challenge and an opportunity for HR professionals. Adapting to this new landscape requires increased flexibility and skills development, but it also offers the chance to leverage the new technology to generate a competitive edge for your organization in recruiting and retaining top talent.
The key, as with any skill, is to equip your team with the ability to use the technology effectively so they can combine AI data analytics with irreplaceable human knowledge and instincts.
Skills for an AI-Integrated World
Effectively integrating AI tools into your HR practice requires a balance of technological proficiency with more nebulous soft skills. AI tools can streamline processes and provide useful data insights. They can even reduce sourcing time and cost-per-hire by up to 30%, according to some research. To make the most of these benefits, HR leaders should prioritize the following:
- Skill with predictive/data analytics
- Familiarity with current AI tools
- Interest in continued exploration of new tools
- Deep understanding of data privacy and ethics
However, soft skills are just as important, if not more so. It’s easy to let AI tools do the heavy lifting, but algorithms are still just algorithms, no matter how complex. Hiring is about so much more than checking off boxes; it also requires a deeply human approach to understand the nuances of roles and to evaluate elements like culture fit, teamwork, emotional intelligence, critical thinking, and more.
One part of equipping your team for the AI future is helping them differentiate between which skills AI can enhance and which come from within. Applied smartly, AI tools can reduce the time and effort spent on routine, repetitive tasks, like filtering applications, conducting basic outreach, and scheduling interviews. That time can then be more effectively used to develop more complex skills further and to build the authentic relationships that are essential for effective long-term HR and recruiting success.
Key Areas for Skill Building
Countless formal training options are available on the latest technologies for HR professionals. While these courses, programs, and certifications can be useful, it’s important to carefully evaluate the sources. Are they reliable educators or HR leaders with a track record of excellence, or are they just jumping on the AI trend without the requisite credentials?
Below are a few areas to consider when planning a skills development strategy for your team, plus respected sources for more formal training or certification.
HR Analytics
Even before the widespread use of AI, a strong understanding of HR analytics was critical to a successful HR function. Skills with HR analytics allow team members to more effectively collect, evaluate, and leverage data to make decisions driven by clear numbers, not just by instinct or emotion. HR analytics training develops the skills necessary to collect relevant data and apply it to making recommendations, evaluating successes or failures, and optimizing HR functions.
Reliable sources for certification in HR analytics include the following:
- Cornell University: Cornell’s four-part online certificate provides skills development in essentials, strategic talent analytics, applied predictive analytics, and HR initiatives.
- Rutgers University: Designed for mid- to high-level HR professionals looking to boost skills, this program focuses on project-based courses for applied learning.
- SHRM: While more generally focused rather than solely data-focused, the SHRM-CP and SHRM-SCP certifications are among the gold standards for HR leaders.
People Analytics
People analytics is HR analytics’ sibling. It focuses on similar topics and approaches but is more likely to incorporate a broader approach that touches on all “people” in the organization rather than focusing on core HR functions. Successful training in people analytics will empower your team to better examine data from various sources and determine the most effective courses of action to improve your employer brand, engage employees, and achieve other people-driven business goals.
Some sources for certification in people analytics include:
- SHRM: Along with their broader credentials, SHRM offers a People Analytics Specialty Credential, focusing on leveraging people-related data for effective decision-making.
- Josh Bersin Academy: One of the biggest names in HR, Bersin’s five-part People Analytics course offers key insights and peer discussions, plus real-world case studies.
- Wharton: UPenn’s famed business school offers an online certificate in HR Management and Analytics, including training on using people analytics to achieve key goals.
AI Proficiency for HR
Using AI for HR requires a particular perspective focused on data analytics, ethical usage, privacy, and adaptability. Basic proficiency with popular tools like ChatGPT won’t provide the nuanced level of skill that successful HR teams need to leverage the technology to achieve their goals. Instead, consider upskilling initiatives with HR-specific programs, including the following:
- HR Certification Institute: HRCI’s AI for HR Professionals course focuses on how HR pros can use AI for talent acquisition and retention and employee relations.
- SHRM: The AI + HI (AI + Human Ingenuity) Specialty Credential provides hands-on learning to foster creativity and analyze potential uses of AI for HR applications.
- Coursera: Among other courses, the Board Infinity Generative AI in HR course provides training on the challenges and opportunities inherent in applying AI to HR specifically.
Whether you’ve already integrated AI learning into your HR strategy or you’re just shaping your approach now, Blue Rock is here to help! Get in touch today and learn how our HR experts can advise on next steps and help you find the top HR talent you need to drive success now and in the future.
By Ruben Moreno
Ruben Moreno is a Founding Member of Blue Rock Search and leads the Blue Rock Human Resources and Private Equity Executive Search practices. He specializes in Chief HR Officers, Human Capital Partners, Presidents, and other top C-suite leadership positions across a variety of industry verticals. With over 15 years of previous experience in corporate America, Ruben is a subject matter expert and national thought leader in executive recruitment.