Rataj compares AI to another colleague whom the HR department must “hire” so that he fits in easily and as soon as possible, otherwise his training may even be more expensive than the salary of a Czech worker. According to him, the capacity of AI calculations will not be free, and companies should therefore carefully calculate their benefits.
According to the HR trends survey conducted by the staffing agency Randstad, it will be a big challenge for companies to retain their best people in the coming year. This is also why many bosses want to focus on better remuneration, eighty percent of companies want to increase, but not by more than sixteen percent.
However, as Jiří Šrámek, commercial director of payroll company Nugget SW, points out, it may end up costing them more than they think. A number of companies are information blind and have no idea if and by how much they can raise wages. And it is precisely with such analyzes that artificial intelligence could help.
In addition, companies lack HR professionals, the average company lacks almost half of its experienced HR professionals and two juniors, internal HRIS research from Sloneek showed in the fall.
HR professionals are thus overloaded, and qualified workers are engaged in unnecessary administrative matters – even in this, artificial intelligence can bring about a change. In addition to removing unnecessary paperwork, it also takes over a number of other routine tasks.
Sorting resumes according to various criteria by artificial intelligence has already become standard in many companies, but it is not the only use. “We expect artificial intelligence to intervene more and more in the HR area. The potential of AI is particularly high when recruiting new employees,” says SAP recruiter Lenka Nedzelská.
Artificial intelligence will already invite a person to an interview in writing or by phone, and together they will find a suitable date. “The Alex robot, with which the Czech SAP team works, scheduled nine out of ten interviews with job applicants at SAP worldwide. In the field of recruitment, colleagues have long devoted thousands of hours a year to coordinating dates for interviews with job applicants, and now they can devote themselves to activities with higher added value,” says Nedzelská. ČEZ has been using chatbots that communicate with job seekers as standard since 2020.
At recruitment agency ManpowerGroup, artificial intelligence analyzes keywords in candidate profiles to identify the right ones. However, according to the manager of recruitment and marketing Jiří Halbrštát, he does not eliminate those who are not suitable, rather he looks for those who could theoretically succeed in the given position. That is, if they retrain appropriately. “Thus, we are expanding the possibilities of finding employment even for those who under normal circumstances would not go through the basic settings of the filters that are usually used,” says Halbrštát.
They are also gradually planning to introduce solutions that will answer basic questions for applicants even on the weekend and address them en masse. Kaufland, in turn, would like to introduce AI into the learning process. “At the same time, we are also examining the possibility of incorporating a language model such as ChatGPT into our policy management. Thanks to this, we would be able to find the required information regarding internal processes much faster and more efficiently,” says Kaufland spokesperson Renata Maierl.
HR agency Randstad plans to use AI in a similar way to the already mentioned companies. But its Dutch branch has even created a computer game through which people can reveal their skills, for example driving a forklift.
“However, it is important to point out that even if we will use AI to make some processes more efficient, we still consider the human factor in the field of HR services to be key. Technologies help us in our work, but the final decision and human contact remain an integral part of our services,” notes the head of the Czech branch, Martin Jánský.