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The Impact of Artificial Intelligence on Human Resources

Artificial Intelligence is one of the most misunderstood technologies in history, especially as it is applied to human resources. When most people first think of “AI” they oftentimes picture Arnold Schwarzenegger’s Terminator. News articles and Facebook pages include illustrations of mutilated cybernetic organisms consisting of living tissue over a robotic endoskeleton. But, don’t worry, Skynet is not here to destroy the planet nor is AI here to replace you as a human resource employee.

Artificial Intelligence is not a robot, but rather the ability of a computer program to bring structure to vasts amount of unstructured data. There is a seemingly endless amount of data in the world, and 90% of it was created in the last 2 years.

No single person, or group of people, will ever be able to properly collect, review, and analyze that amount of information. Artificial intelligence helps us close that gap to create a safer, healthier, and smarter world.

The Current Use of Artificial Intelligence

Below are a few examples of how it’s currently being used:

  • Doctors put their patient’s symptoms into an AI-based computer program to determine all the possible diagnoses.
  • Netflix uses AI to help suggest movies that users will enjoy based on what they’ve already watched.
  • Google Maps uses to determine the optimal route to take by scanning road information, traffic patterns, and much more.
  • Pharmaceutical companies create lifesaving medicines using AI in a fraction of the time and cost it traditionally takes.
  • Uber and Lyft use AI to predict when more drivers are needed before rush hour hits so riders are not left stranded.

In these examples, artificial intelligence takes large amounts of data that no human could ever instantaneously manage to create actionable insight for the end user. The result is more efficiency and better decisions… in all industries (including human resources).

A graphic with a human and a robot

How do AI and HR work together?

AI increases your value

Many people fear that artificial intelligence will replace human resource employees. This is simply untrue. In fact, the opposite is becoming true. HR leaders who do not leverage the power of artificial intelligence miss out on data insights that influence their decisions and spend time on repetitive, low value tasks. HR professionals provide more value when AI completes the mundane tasks, and the professional uses their expertise on bigger initiatives.

Recruiting and Hiring

According to SHRM, 49% of companies currently leverage artificial intelligence for recruiting and hiring. Hiring managers can leverage AI-backed products to find more candidates, schedule interviews faster, and make more informed hires. We offer AI-backed personality assessments for 50 cents. Sign up today for a free 14-day trial!

Removing Biases

In a recent study by the Human Resources Professional Association, researchers found HR may subconsciously lean towards candidates most like them creating a “unconscious bias”, during the hiring process.Artificial intelligence is free of those potential issues and provides HR managers with unbiased, data-driven assessments.

Identifying High Potentials and Employees That Are Going to Leave

AI can provide insight into workforce productivity. Platforms exist that study things like emails, internet browsing, and keystrokes to determine who is working hard and who is hardly working. The system flags reports outliers to HR and can track an employee’s work habits over time.

Sign of the Times

A recent study by IBM containing 6,000 executives concluded that 66% of CEO’s believe that cognitive computing will drive significant value in human resources while 50%+ believe that it “has the power to transform key dimensions of HR.” Don’t be afraid to take the plunge with an AI-based HR tool. You will be in the majority.

About Sprockets

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and uses that information to predict a new hire’s likelihood to succeed in a position before they’re hired.



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