Artificial intelligence: the next tsunami in HR

In my role as a D-Teck business leader, I regularly meet with clients who are interested in our innovations in online psychometric testing, and they ask me how D-Teck manages to replicate, with such a low error rate, the judgement of organizational psychologists who have done extensive graduate work. So I tell them enthusiastically that, in a few years, tools such as big data, machine learning and data scraping will allow us to use large amounts of data to profile candidates and employees with even greater accuracy. My clients look at me wide eyed, and many of them are taken aback, even shocked, that we have reached that point. I tell them that artificial intelligence (AI) has been around for a number of years in marketing, finance and medicine. Since HR is more conservative, it’s reaching us later, that’s all. The wave is out there, and like a tsunami, it will hit hard, and sooner or later it will sweep over anyone who tries to sidestep it. To convince you to get on board with the AI movement as soon as possible, here are five images that I hope will speak to you.

Evolve

When we take on a challenge and overcome our fears, it generates a feeling of pride. In the some 1,500 potential assessments I have performed during my career, the people who took the risk of learning something new and headed into uncharted territory are, by and large, more confident and happy with the course of their career.

Innovate

If you adopt AI today, you will be innovative. You will stand out, because very few HR professionals and managers have had the vision to join the movement. As HR specialists, many of my clients say that their expertise is mainly in interpersonal relations and not in numbers and statistics. Most of them say they chose social sciences without math. However, by incorporating AI into your practice, you will be innovating. You can hire the top candidates by leveraging credible, valid data. In a world where innovation is increasingly critical, it is important for people to present an innovative profile. Companies have to stand out in a competitive market.

Quantify your impact

For the past few years, HR has been criticized from all sides. Specialists are even wondering whether HR departments are necessary. HR has to deliver added value and measure its impact. By integrating AI, HR can quantify its impact. Since organizations are often headed up by leaders who tend to be highly rational, like accountants and engineers, I think it is essential that HR better quantify its return on investment.

Limit misperceptions

Making decisions based on artificial intelligence helps you make better decisions and limits the impact of your perception bias. Our values, beliefs, preferences, socio-demographic context and so on lead us all to evaluate situations differently. For example, when several organizational psychologists evaluate the same person with the same tools, there are systematically differences in conclusions. Why? Because we all have perception bias, even though we are experts in our field.

Seize innovations

Montreal is becoming a world centre for AI. The most powerful technology companies in the world are investing in Montreal. Why? Because we have large numbers of skilled human resources. It is unusual for Montreal to be the world centre for a movement. As HR professionals, we should be proud and take advantage of it.

So, do you want to join the artificial intelligence movement? Dare to be innovative, and you will see results. You will differentiate yourself as an HR professional, and your company will stand out too.

About Martin Cloutier, Co-Founder, Business Leader & Organizational Psychologist
As President of D-Teck, Mr. Cloutier sets the company vision and coordinates its execution. He is the cofounder of D-Teck, and his mission is to reinvent online psychometric tests. An organizational psychologist by training, his approach combines artificial intelligence with organizational psychology to help clients make better decisions about hiring, promotions and development.