Using Artificial Intelligence and Machine Learning to transform HR workflows
                     Using Artificial Intelligence and 
Machine Learning to transform 
HR workflows
● The world of HR has not been technology-driven, but it’s going to witness a 
huge transformation through the integration of AI in HR processes. It will create 
waves in the world of recruitment, employee experience, and holistic talent 
management. AI enables non-human machines to think like humans. This is 
possible through deep learning and machine learning.
● What AI aims at is human learning, reasoning, problem-solving, and 
multilanguage processing. Machine learning integrated with deep learning 
makes it possible for machines to learn and make informed decisions or 
predictions for various sectors or industries. Machine learning would intend to 
teach itself what objects look like by working on data.
Key areas where AI can help HR managers.
1. Detecting Inconsistencies – 
Identify, learn, and compare datasets that do not conform to pre-defined 
patterns.
2. Background checks – 
AI can help HR managers perform background verifications for candidates 
through resume screening, & monitor unstructured data points. Red flags can 
be raised if an anomaly is detected in the resume.
3. Employee Retention – 
● Study employee patterns to reduce employee attrition and improve employee 
engagement.
4. Predictive Analysis – 
● Deliver a personalized experience through predictive analysis and recommend a 
career direction or training program to optimize employee career options.
● When it comes to Deep Learning, is a branch of AI that deals with 
supercomputers to enhance machine learning through a neural net. It is an 
abstract machine learning technique that recognizes patterns and makes 
powerful comparisons through data interpretation.
Key areas where Deep Learning can help HR managers
1. Data Segregation – With Deep Learning algorithms in place, thousands or
millions of candidate files can be segregated based on their profiles, photos,
videos, etc. This is based on objective data.
2. Voice Recognition – Deep learning algorithms can identify voice patterns to
understand human behavior or human patterns, this can be very helpful to
identify potential candidates for specific roles based on their vocal patterns.
3. Chatbots – Chatbots integrated with deep learning can identify language tones
and the actual context.
To Summarize –
The integration of Deep Learning and Machine Learning into talent acquisition
of HR systems provides a –
1. Personalized Employee Experience – can be deployed into the entire lifecycle
from recruitment to getting them on board.
2. Data-driven decisions – Deep learning or machine learning helps HR managers
make data-driven decisions based on –
 Data collection
 Data Analysis
 Study Insights
 Make Informed Decisions
3. Modern Automation – Modern algorithms help machines to understand
processes and variations. Employees can be in complete control of their
careers through learning new career skills with the help of AI-based algorithms.
From a business point of view, AI will be a focal point for long-term HR
strategies that boosts productivity, efficiency, and innovation.
Thank You
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