Because artificial intelligence (AI) has a wide range of uses in businesses, from streamlining job processes all the way to aggregating business data, more industry leaders are now using AI to improve company performance. A recent global survey on AI adoption and value revealed that AI adoption in at least one business function had increased to 56%, up from 50% in 2020. More importantly, the survey indicated that AI brought about positive economic returns. Companies involved in the study reported that earnings attributable to AI have increased to 27%, up from 22% in the previous survey. Lastly, the article shared that companies experienced significantly higher cost savings from AI than they did previously in every function.

A human resources department that manages a range of duties from strategic planning, employee welfare, and preserving employee branding is crucial for practically all firms throughout the world. The HR department is always working on a variety of projects that have to do with developing hiring strategies, employee training, payroll, employee welfare, and other things. However, it is challenging for HR professionals to keep up with the pace and manage all the tasks with the growing employee strength and strong attention to keeping the company's identity. In this situation, technology has become the HR department's saviour. There are excellent opportunities to considerably reduce the HR effort given the current need for AI and automation for recruiting and employee engagement activities.

When we covered Leena AI as a member of the Y Combinator Summer 2018 cohort, the young startup was firmly focused on building HR chatbots, but in the intervening years it has expanded the vision to a broader HR policy platform. Today, the company announced an $8 million Series A led by Greycroft with help from several individual industry investors. Company CEO and co-founder Adit Jain says that in 2018 the company was concentrating on building an intelligent virtual assistant for HR-related questions. It allowed employees to ask the bot questions like how many vacation days they have left or what holidays they have off this year. Over the last couple of years since leaving Y Combinator, the company has moved into broader HR service delivery.

Getting an HR Chatbot is a no brainer for talent acquisition teams. This concept has absolutely exploded in the marketing realm during the last few years - how many times a day do you see a chatbot pop up on your screen from a company's site? They're so popular because they work in driving leads down the funnel. In the world of talent attraction, it's the same concept - get more leads down the funnel by engaging passive candidates. Candidates who are dipping their toe into your hiring funnel are much higher quality.

Sometimes HR managers and recruiters have a tough time finding the right candidate for a job. Can conversational AI save the day? Recruiting the right talent is one of the most challenging tasks for recruiters. On top of these responsibilities, recruiters have to develop a recruitment strategy that meets business goals, takes into consideration competitor analysis and employee satisfaction rates. In reality, managing this workload effectively is a hard task to do, that's why many companies turned to Artificial Intelligence for extra help. In one of their recent reports, Deloitte covered a use case of a multinational bank struggling to optimize the workload of hundreds of service desk agents, who support HR management processes.

The HR space might seem like an unfitting candidate for implementing chatbots; after all, it is'Human' Resource. But it might come as a surprise that HR chatbots can go on to make the current scenario in Human Resource more human. In this article, I have explained how chatbots will help streamline your HR department. Your HR team is bombarded with emails and phone calls from your employees asking repetitive internal questions. Not only addressing frequently asked internal queries, but manually carrying out processes like assessing employee performance and going through appraisals is time-consuming and exhaustive for the HR team.

Within the corporate world AI chatbots are becoming commonplace: most businesses are increasingly integrating them into their enterprise systems. A recent Forrester survey says that within 5 years, 85% of customer interaction will occur through the use of AI chatbots. Introduction of AI, coupled with natural language processing (NLP) and machine learning (ML) is likely to be the mainstay of enterprise digitalization strategies of future. This is expected to improve labor efficiency, enhance customer and employee experiences and provide cost-effective solutions. According to Raleyware CEO George Elfond, with the need to realign corporate training in the light of changing demographics, wide prevalence of mobile technology and distribution of workforce, incorporating AI is a must for efficient training.

Indeed, although HR chatbots (aka enterprise chatbots) are entering what experts in the field are calling a new era for the technology, many HR professionals that I've spoken with have been against such automated technology, arguing that it negatively impacts one of the most important aspects of HR: the human element. While I understand the sentiment - after all, robots are replacing humans in various HR functions - these tools can be used to automate traditionally manually-performed, time-intensive, routine processes, thus freeing HR reps to focus on growth and be more effective at their jobs. In that sense, the operational benefits of HR chatbots parallel those of many of the burgeoning HR tech services (e.g. Ok, so this technology has serious time-saving potential for HR. How exactly does that work?

In 2016, 56% of recruiters said they can't make good hires because of lengthy hiring procedures – MRI Network Survey 2016 Chatbots can initiate the interview process by fielding screening questions and capturing the answers. This helps in automatically screening and shortlisting the right candidates by assessing their potential. Automating screening has an additional benefit of eliminating human bias and identifying the candidates based on merit. HR personnel need to collect basic information like KYC, tax forms and signed non-disclosure agreements or other legal documents from the new employees during onboarding. It would be a rather time-consuming activity for the HR personnel to collect information from every employee.

One of the major challenge that the employees face is how to figure out where and how to find information on HR policies and processes, or whom to approach within the organisation for specific queries. Today organizations are trying to out-do one another in all aspects and since HR function forms the backbone of any organization, it is important that every effort is made to gain competitive advantage over one another. BASH's team is aware of the fact that the employee's sole reason for working in a particular organization is not constrained to monetary satisfaction alone but curtails various other factors. We have researched these parameters and have come up with generic yet ever neglected issues to ensure that the'emotional bond' is strengthened between the employees and the organization and with the help of Machine Learning, BASH understands the importance of'value-added services' and the prospect that if the employees are content with their work environment then only will they stay with the organization.