Conversational robots: the AI trump card for HR departments in 2024

Human resources have undergone a significant digital transformation in recent years, with the widespread adoption of human resources information systems (HRIS), intranets, internal messaging and virtual workspaces within companies. Despite easier access to information, employees often find themselves confronted with a multitude of tools and scattered data. At the end of each month, questions about payroll, expense claims and vacations addressed directly to HR teams are becoming commonplace within companies.

Contributed by Samir Dilmi, Chief Revenue Officer at Dydu

To meet this recurring demand for information, the automation of the most frequently asked questions is gradually becoming the most appropriate response for human resources departments. Synonymous with more efficient management, enhanced business value and an improved employee experience, the use of conversational robots is emerging as a solution to relieve departmental bottlenecks.

More globally, Artificial Intelligence is revolutionizing the HR field. 60% of business leaders plan to enhance their HR departments with more AI over the next 5 years (1). By the end of the year, 69% of routine managerial tasks should already be fully automated (2). With change already underway, how can we continue to maximize the effectiveness of AI to strengthen support for HR departments and simplify recruitment processes?

Conversational robots: the fully-fledged virtual assistant for HR teams

AI and bots are revolutionizing HR processes by automating repetitive and administrative tasks. Leave, health insurance, catering, training, professional expenses, healthcare, teleworking, retirement, employee savings, company life – they support employees from the moment they join the company until they leave. Accessible at all times, on all devices (computers, mobiles or tablets) and via numerous channels (websites, applications, messaging, etc.), they facilitate the employee experience. However, these technologies are not limited to simple optimization. They play an important role in internal communication by directing employees to the appropriate resources, through the creation of virtual collaborators via Teams, for example. Chatbots ensure the effective dissemination of key messages within organizations, particularly those with multiple sites, several business families, or full-remote companies (3). It helps maintain overall harmony in corporate communications, standardizing the company’s discourse and ensuring consistency in the information transmitted to all staff.

Interconnected with the HRIS and the company’s intranet, the bot gives employees easy access to their personal data, to information linked to the convention and framework agreements, and to forms (badge request, canteen registration, etc.). Together, they become facilitators in the promotion of corporate culture.

Recruitment 3.0: the impact of Large Language Models in the talent acquisition process

At least 79% of companies are already using some form of AI or automation in their recruitment and hiring process (4) to make it more automated and interactive. By rapidly analyzing vast volumes of data and CVs to identify the best-qualified candidates, it optimizes and accelerates pre-selection. It predicts candidates’ compatibility with positions, conducts virtual interviews and assesses relevant skills, through the use of algorithms. Employers who have automated parts of their talent acquisition and management processes are very satisfied with the results. Some 2 out of 3 HR professionals report improved recruitment times for vacant positions (5) and resource savings thanks to these technological tools.

Conversational robots offer candidates a more fluid, confidential, accessible and personalized experience throughout the recruitment process. This improves communication with potential employers and understanding of company expectations. In 2023, 58% of candidates said they were happy to interact with recruitment bots during the early stages of the application process (6). They are able to provide information on vacancies, processes and company policies at any time of day, thanks to 24/7 availability. They answer the most frequently asked questions, and personalize advice according to experience and skills, enhancing the overall experience and building trust. Some are even designed to help candidates prepare for interviews by providing sample questions.

The human resources and recruitment market is constantly evolving, requiring employees to adapt. The rapid development of AI and conversational agents in this field reflects a profound transformation in the way companies manage human relations. They bring intelligent automation, increased personalization and operational efficiency, freeing up time for strategic activities and enhancing the overall employee experience. While current figures and projections paint a promising picture, it’s essential to remain aware of the ethical challenges and ensure harmonious collaboration between artificial intelligence, chatbots and professionals to guarantee a balanced and innovative future of work.

If you’d like to find out more, check out our article on the various steps involved in setting up an HR chatbot!