BUSINESS STRATEGY
How AI is used to support HR
The future of HR technology is already here , and it ' s being fuelled by Artificial Intelligence and Machine Learning technology . AI technology in the HR field is normally used to automate and streamline tasks , such as hiring , onboarding and employee identification . AI is also used to analyse employee performance . HR analytics helps HR and business leaders make better decisions based on data and facts , instead of relying on intuition alone .
When it comes to sentiment analysis , AI is being used to automate the survey process , aggregate results and helps with the analysis . For example , AI can identify key factors that impact employee engagement and retention and forecast talent supply and demand . Still , the quantitative data source when it comes to the sentiment and wellbeing of employees remains survey data . Erudit goes a step further and uses organic , real-time communications data as its data source and has AI technology at the core and centre of the solution .
“ Erudit ’ s AI sifts through textual communications data to serve you actionable people metrics , analytics and insights . For example , you ’ ll get each team ’ s daily engagement levels and burnout risk . Every month , you ’ ll get a report that helps you understand the needs of every department and how they are doing . Plus , you get to dig into the reasons why ,” Agenjo explained .
“ All the people analytics are anonymised by the AI so you can make unbiased decisions based on organic , instead of survey data . So , managers never see messages or names , they only see the insights that will help them improve their management style and better support their team members .”
An AI trained by psychologists
The AI was initially trained by psychologists , data scientists and Machine Learning engineers to anonymously detect and measure levels of engagement , burnout risk and turnover risk from text and messages . But the platform has now expanded to incorporate levels of job satisfaction and other dimensions of work culture . Monthly reports with trends and workforce profiles have also been added in 2022 .
“ Our AI team in particular is a mix of engineers and psychologists who are based in Europe , led by Ricardo Michel Reyes and Alexandre Denis . My co-founder , Rick , is only 28-years-old but is a brilliant AI developer . Alexandre also has a wealth of experience , with over 50 papers on NLP applied to understanding human behaviour ,” said Agenjo ,
“ Our AI team gives us a lot of confidence in the technology and their skillsets .”
Harnessing real-time , organic data to understand dynamic teams
HR leaders and employees are realising the advantages of using real-time data , instead of relying on survey data that represents a snapshot in time . Real-time data can help us understand how a team functions , and how it could work more effectively . Real-time data on employee collaboration can help us understand how a team communicates , who participates in discussions and who is left out . It can also reveal how often employees interact with one another and whether certain groups are operating in silos .
But organic , real-time communications data has not been used to mine for employee sentiment , at least not until Erudit moved to the go-tomarket phase early this year . With the shift to remote and hybrid work setups and with corporate communications moving to the digital world , it ’ s only a matter of time before solutions that can mine this data for actionable insights become the norm .
“ We see the engagement levels of each team change every day . How can an annual survey truly capture this metric ? Not to mention , the biased answers that may arise and the less-than-ideal survey participation rates ,” described Agenjo . “ We could have spent millions filming a new movie , but instead we decided to liberate organisations from internal engagement surveys forever .”
The importance of listening and of anonymity
With voluntary turnover costing US companies one trillion dollars a year and with the recent turnover tsunami , the race to retain talent is even more competitive . Organisations cannot rely on compensation alone and are going to great lengths to improve work culture and employee experience . According to Agenjo , this process starts with understanding the workforce through listening .
“ Everyone is talking about how employees are important ; how they are the core of the business , but the reality is companies are not listening enough ,” Agenjo shared .
“ Listening is a silent action . It is best performed when you are quiet . If you are asking or posting surveys the whole day , that ' s not listening , that ' s interrupting and bothering people . The remote world is a game changer for everyone . As a
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