text: Artificial Intelligence in Human Resources | Top Use Cases
  Home 5 Data Analytics 5 AI & Machine Learning 5 Top Use Cases for AI in Human Resources
  Artificial Intelligence is helping HR teams analyze, predict and diagnose to make better decisions. AI can be embedded across all HR functions including talent acquisition, talent management, learning and development to provide data-driven insights and power workforce analytics.
  Recruiting processes are highly time consuming due to activities such as waiting on approvals, initial candidate screenings, and long decision-making processes. But using AI-enabled HR systems to optimize your talent acquisition process offers several benefits.
  Sourcing: AI in sourcing can enhance your ability to find the right talent at the right time. It can help you find the best candidates with the right skills and experience, alert the right people with the right skill sets to available jobs, and use HR data to predict a candidate's likelihood to accept a job offer, their performance outcomes, and their expected tenure.
  Recruitment: AI-powered digital assistants can create a more engaging candidate experience, enhancing the interview process and providing greater control, from rescheduling or canceling to sending reminders and other relevant information. You can also use AI to prepare targeted questions for hiring managers, focusing on the candidate's skills, provide more context on the role, and evaluate against similar roles in other organizations.
  Selection: AI can help recruiters and managers make better hiring decisions by allowing them to compare candidates with existing top performers, create personalized offers, and predict candidate behavior after an offer is rolled out.
  Onboarding: AI can automate several workflows to simplify the onboarding process, and eliminate the need for manual follow-ups. Digital assistants can guide the new hire through all the onboarding steps, and recommend effective learning paths to improve time to productivity.
  Employee retention is a challenge because many organizations struggle to deliver on expectations for career growth across the workforce. Reactive succession planning leaves organizations unprepared when employees leave and traditional learning offerings fail to meet evolving expectations and future skills requirements. This is how AI can help.
  Career development: With a faster moving economy, more frequent layoffs, and emerging startups, employees can now move at a much higher rate. AI offers personalized career development recommendations to your employees that evolve with business needs and maximize career potential. Employees can map their own career paths based on specific learning experiences required to bridge current and projected skills gaps.
  Succession planning: When employees with critical skills or domain expertise leave, it can often create huge gaps in the organization and have a negative impact. AI can help identify flight risk by analyzing several employee attributes and offer insights on how to retain your most valuable employees. You can also leverage data models to analyze employee behavior and determine which employees are best suited for a role based on attributes like cultural fit, leadership capability, etc.
  Compensation: In a tight labor market, employers face the challenge of ensuring the right compensation for the right positions in order to meet employee expectations and retain top talent. AI provides market insights by analyzing extensive salary data from the local market and available competitor data and helps you offer the best compensation.
  Learning is a major competitive advantage, helping organizations eliminate skills gaps, foster career development, and retain top talent. AI can help you offer a personalized learning experience and improve learning curricula to help drive workforce agility and performance.
  Personalized learning: AI can gather and analyze employee information to provide suitable recommendations for courses that are best suited to their needs, and will enhance their productivity and competency in the workplace.
  Collaboration: Collaboration drives cross-functional learning, simplifies operations, and improves team productivity. AI can help identify which employees from different departments can learn together based on their skill sets and experience.
  Administration: AI can simplify learning administration by designing curricula based on the role, location, and line of business. Organizations can also use AI to analyze data on employee engagement and outcomes to effectively report on how learning benefits the organization.
  Oracle HCM Cloud offers best-in-class AI capabilities, providing candidates, employees, managers, and HR organizations with a variety of role-specific benefits. Download this infographic to learn more.