Linq HR - Blogs (Information) #HR Software

Agentic HR: A More Connected View of Performance

Tue, 07 Apr 2026 09:18:08 +1000

HR systems may be on the verge of a fundamental shift. Rather than relying on periodic manager reviews, future HR platforms could connect directly and talk with business “agents” across sales, customer engagement, support, and operations. In this model, performance is not interpreted after the fact and is observed as work happens.

Josh Bersin describes this as “agentic HR,” where agents continuously draw on operational data to understand contribution in real time (Bersin, 2026). The implication is a more integrated, evidence based approach to talent and performance management.

For employees, this could improve fairness and clarity. Performance becomes tied to measurable outcomes rather than manager led subjective recall. High performers may be recognised earlier, and insights into what drives success can be shared more widely, supporting development in a practical way. However, continuous visibility may also feel like constant monitoring, particularly if context behind the data is not well understood.

For businesses, the benefits are equally compelling. Leaders gain faster insight into performance, enabling quicker decisions on talent, resourcing, and cost management. During periods of change, this could support redeployment or more targeted workforce adjustments. Yet integration across systems introduces complexity, and potential over reliance on data risks overlooking judgement, less visible or leadership related contributions.

The opportunity in agentic HR is clear: a closer link between people and outcomes. The challenge is ensuring that this visibility enhances understanding rather than reducing performance to metrics alone. But will organisations be able to build the trust, capability, and judgement required for this model to be viable at scale?

At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR and employee relations solutions. Ph 1300134566.

References

Bersin, J. (2026) Introducing HR 2030: A Vision for Agentic Human Resources. Available at: https://joshbersin.com/2026/04/introducing-hr-2030-a-vision-for-agentic-human-resources/

Embracing AI in HR: A Strategic Opportunity That Should Not Be Missed

Tue, 24 Mar 2026 12:15:25 +1100

Artificial Intelligence (AI) is rapidly reshaping how organisations operate, yet many businesses remain in the early stages of adoption.

For Human Resources professionals, this presents a rare window of opportunity. While AI is often positioned as a tool to automate administrative tasks, its real value lies in enabling HR to move decisively into a strategic, data driven function.

Don't miss this window of investment opportunity.

Moving Beyond Administration

AI can already streamline repetitive activities such as candidate screening, payroll processing, and employee enquiries. However, limiting AI to efficiency gains risks underutilising its potential.

For HR, this means shifting focus from process execution to insight generation.

Closing the Strategic Information Gap

One of the long standing challenges in HR has been the lack of real time, actionable workforce data. AI has the capacity to bridge this gap by:

Predicting workforce trends such as turnover risk and future skill shortages faster than traditional approaches
Enhancing workforce planning through scenario modelling and demand forecasting
Improving decision quality by analysing large datasets across performance, engagement, and productivity
Supporting evidence based leadership by translating complex data into practical insights

The regular challenge of collecting data from multiple sources will need to be addressed upfront as part of the AI solution.

This positions HR as a genuine strategic partner rather than a support function.

Acting While the Market Is Still Underdeveloped

Despite growing interest, many organisations are still uncertain about how to invest in AI. This hesitation creates a competitive advantage for HR leaders who act early.

Businesses seem to be spending without fully understanding capability or integration.

This creates an opportunity to:

Influence technology investment decisions
Shape the future HR operating model
Establish governance frameworks before complexity increases
Secure budget for meaningful HR tech upgrades

Upgrading the HR Technology Stack

Too often HR has been the beneficiary of systems chosen by Finance and Operations, and were lucky enough that those systems had a HR module.

AI should not be treated as an add on. It requires a deliberate upgrade of the HR technology ecosystem. This includes:

Integrating AI into core systems such as HRIS, ATS, and workforce planning tools
Ensuring data quality and governance frameworks are in place
Selecting platforms that enable interoperability rather than siloed solutions
Building internal capability to interpret and apply AI driven insights

Investment at this stage is not simply about technology. It is about positioning HR to operate with the same analytical rigour as finance or operations.

A Balanced Perspective

It is important to recognise that AI adoption must be managed responsibly. Considerations include:

Data privacy and compliance with Australian workplace laws
Transparency in decision making, particularly in recruitment and performance management
Maintaining human oversight to avoid unintended bias
Supporting employees through change and capability uplift

A balanced approach ensures that both organisational performance and employee outcomes are protected.

AI represents more than an efficiency tool for HR. It is a catalyst for transforming how workforce decisions are made. The current environment, where many organisations are still navigating uncertainty, provides a strategic opening.

HR professionals who act now can redefine their role, influence investment decisions, and build a future ready workforce function. Those who delay risk remaining confined to administrative support while other functions take the lead in data driven strategy.

At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR and employee relations solutions. Ph 1300134566.

HR and IT: The Emerging Unified Function

Sat, 28 Feb 2026 07:06:42 +1100

Organisations are increasingly recognising that people and technology can no longer be managed in isolation.

A recent analysis highlights growing momentum toward closer alignment between HR and IT, with many leaders predicting structural integration in the near future. One survey found that 93 per cent of IT leaders believe combining the functions would improve productivity, engagement and employee satisfaction (Smith, 2026).

The rationale is straightforward. Today’s employee experience is largely delivered through digital systems, from recruitment platforms and onboarding tools to performance management dashboards and collaboration software. As technology now underpins nearly every stage of the employee lifecycle, decisions about systems are inseparable from decisions about people. Experts argue that treating technology as a standalone function is increasingly “dysfunctional” because it permeates all business activities, including HR (Smith, 2026).

However, full merger carries risks.

IT traditionally prioritises efficiency and process optimisation, while HR focuses on human judgement, creativity and organisational culture. If integration is poorly managed, organisations may inadvertently adopt a purely technical view of labour, potentially weakening the human dimension that drives engagement and innovation (Smith, 2026).

Despite these concerns, the broader direction is clear. HR leaders are evolving into “people and technology” strategists, responsible not only for workforce outcomes but also for the systems through which work is experienced (Campbell, 2025).

This convergence reflects the direction of Linq HR’s own development of practical HR technology solutions designed to help organisations better manage their people. By embedding deep HR expertise into technology design, the goal is not automation for its own sake, but smarter tools that enhance decision making, compliance and employee experience. Bringing HR knowledge into technology ensures systems reflect real workplace complexities rather than abstract technical assumptions.

As organisations navigate AI, analytics and digital transformation, those that successfully integrate human insight with technological capability will gain a decisive advantage. For companies seeking future ready workforce solutions, this space will evolve rapidly. Watch this space for further announcements as HR led technology innovation continues to mature.

At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR, Employee Relations , and HR Tech solutions. Ph 1300134566.

References

Campbell, J. (2025) HR and IT are converging: Why people leaders need tech chops to stay relevant. Human Capital Magazine. Available at: https://www.hcamag.com/au/specialisation/hr-technology/hr-and-it-are-converging-why-people-leaders-need-tech-chops-to-stay-relevant/560698

Smith, J.R. (2026) Should the HR and tech functions become one? Human Capital Magazine. Available at: https://www.hcamag.com/ca/specialization/transformation/should-the-hr-and-tech-functions-become-one/566451

Mastering Applicant Tracking Systems: Essential Tips for Job Seekers

Wed, 03 Jul 2024 10:47:52 +1000

In today's competitive job market, understanding Applicant Tracking Systems (ATS) is crucial for job seekers aiming to maximise their chances of landing a new role. ATS are software applications that assist employers in managing recruitment processes by sorting, screening, and ranking candidates based on their resumes. While these systems streamline hiring for employers, they can be a hurdle for applicants who are unaware of how they operate (The Balance Careers, 2023).

Tips for Maximising Success

1. Keyword Optimisation: ATS rely heavily on keywords to filter resumes. Carefully read the job description and incorporate relevant keywords and phrases. Focus on skills, qualifications, and experience that the employer is seeking and which align with your background. However, avoid keyword stuffing as it can make your resume appear unnatural (CareerSidekick, 2023).

2. Use a Simple Format: Fancy graphics, images, and complex layouts can confuse ATS, which often leads to important information being overlooked. Stick to a clean, straightforward format with standard fonts like Arial or Times New Roman. Use bullet points to list achievements and responsibilities (TopResume, 2023).

3. Correct File Type: Many ATS prefer resumes in Word (.doc or .docx) format over PDF. Ensure you follow the application instructions regarding file types to prevent your resume from being discarded (Glassdoor, 2023).

4. Customise Each Application: Tailor your resume for each job application. This increases the likelihood that the ATS will recognise you as a suitable match for the position. Highlight relevant experience and adjust your keywords to align with the specific job description (LinkedIn, 2023).

5. Include a Skills Section: A dedicated skills section can help the ATS quickly identify your qualifications. Be precise and include both hard and soft skills relevant to the job (Indeed, 2023).

Potential Pitfalls to Avoid

1. Overloading with Keywords: While keywords are essential, overloading your resume can lead to rejection. Aim for a balanced approach that reflects your genuine experience (Jobscan, 2023).

2. Ignoring Job Descriptions: Failing to customise your resume for each job can result in missing out on critical keywords, decreasing your chances of being shortlisted (Glassdoor, 2023).

3. Complex Formatting: As previously mentioned, ATS can struggle with intricate designs. Stick to simplicity to ensure your resume is parsed correctly (ZipJob, 2023), ie. key parts are identified.

Understanding and navigating ATS can significantly enhance your job search strategy. By optimising your resume with relevant keywords about your experience, adhering to a simple format, and customising each application, you can improve your chances of making it through the initial screening process and securing an interview.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References

CareerSidekick, 2023. How to Get Your Resume Past an Applicant Tracking System (ATS). [online] Available at:

Glassdoor, 2023. How to Write a Resume for an ATS. [online] Available at:

Indeed, 2023. How To Make an ATS-Friendly Resume. [online] Available at:

Jobscan, 2023. How to Optimize Your Resume for Applicant Tracking Systems (ATS). [online] Available at:

LinkedIn, 2023. Optimizing Your Resume for ATS: Tips and Tricks. [online] Available at:

The Balance Careers, 2023. What You Need to Know About Applicant Tracking Systems. [online] Available at:

TopResume, 2023. ATS-Friendly Resume Templates: How to Choose the Best One. [online] Available at:

ZipJob, 2023. How to Write an ATS Resume [8+ Templates Included]. [online] Available at:

What next for your HR Tech?

Fri, 10 Mar 2023 15:25:46 +1100

The ultimate HR Tech stack would probably be a single system (or function like a single system), cater for all HR functions from Talent Acquisition through to Workforce Planning and Efficiencies, provide for all workforce types including the needs of remote workers, and maybe even extend to workplace layout and flexible office scheduling. It would be easily populated, intuitive to navigate and easy to find information at the touch of a button, show an organisational structure which is reflective of the actual organisation and generate amazing reports. People want to use the HR system on a daily basis.

The reality is that most organisations have multiple HR systems requiring multiple login’s and the HR tech stack can be very confusing https://www.linqhr.com/blogs/post/HR-Tech. There are manual data transfers or close monitoring of the data transferred between systems electronically to prevent inaccuracies. Is strong in some functions such as Payroll, Talent Acquisition or Employee Experience but light across all other functions. Requires additional systems to be added if you wish to extend into something like Employee Listening or Online Learning. Hard to judge whether the systems altogether are truly adding value. Multiple subscriptions to manage.

Then add into the mix business cycles. If we enter a period of economic headwinds then the emphasis of the HR System may change, for example, from Succession Planning to Workforce Efficiency if budgets and headcounts get tighter.

Now add new technological innovations such as AI. As AI evolves one thing is almost for certain is that it will be able to analyse and present information from large and complex data pools - nearly all of which every organisation has across its multiple HR systems. Using it to improve workforce planning and increase workforce efficiencies would be an advantage from AI.

So the future direction of your HR tech is likely, at a minimum, to be influenced by the need for a system which acts as one (preferably with a single login for each user), can operate deeply within and across all the HR functions important for business such as Talent Acquisition and Mental Wellbeing, acts and draws on intelligent analytics and outputs to maximise the management of the workforce.

Linq HR are specialists in HR Consulting, Career and Vendor Selection . Ph 1300234566

Find the HR Tech Landscape Confusing? There are Reasons Why.

Thu, 08 Sep 2022 14:23:41 +1000

Organisations must continually find innovative and effective ways to transact and analyse employee data, understand workforce trends, and provide business leaders with proper guidance to keep driving their organisations forward.

Investments in the development of Human Resources (HR) Tech has been reaching an all time high. It is estimated there are around 2400 companies now innovating in HR technologies (1). The prize seems rewarding for vendors that can find the right HR technologies that companies like and can rely on.

Applications in HR Tech range from the most basic levels of digitising everyday workflows such as electronic timekeeping, payroll & benefits, recruitment, talent management, and training through to the more complex and thoughtful approaches around employee engagement & experience, development, collaboration, safety and smart AI responses.

With all this innovation occurring organisations have a widening range of HR technology applications to choose from. This is good news and all of these new HR technologies have innovation at their core, with some more effective and useful than others. They are moving from data processing to a new focus on employee experience (2).

With the proliferation of SaaS based platforms it can be as easy as signing up your organisation, sometimes with just some basic level system configuration needed, allowing employees access, then viewing and downloading results - often in real time. Basic user training and guidance can be received online within the application.

Unfortunately when multiple new platforms are installed across an organisation they often operate independent of each other. Even with application programming interfaces (API’s) the HR Tech landscape within an organisation can quickly become complex, leading to confusion within the workforce. Quickly the gains from the technology can be undone, and amplified if employees don’t perceive a more positive experience or receive feedback on the inputs they share for example after completing multiple employee engagement or pulse surveys.

So plan and choose your future HR Technologies and their intended use carefully to capitalise on the wonderful benefits many of them can deliver for your organisation. We may see the larger Human Capital Management (HCM) systems, such as Ceridian, lead in the consolidation of multiple platform solutions but this will take time.

Linq HR are specialists in HR Consulting, Career and Vendor Selection. Ph 1300234566

1. Youtube : Dave Ulrich explains the role of the HR Business Partner in the digital age (2022)

2. Josh Bersin Podcast : The HR Tech Market Is Going Crazy: What To Look For In 2023 (2022)

Looking over the People and Culture Horizon

Thu, 26 May 2022 16:55:05 +1000

Each day we hear and feel change. Each day we adjust to change. Some days more than others.

Together Leaders and the People and Culture function are constantly working to maximise the effectiveness of their business and people.

So what for our people are some of the current and emerging influential trends across our workplaces?

In no fixed order here are some topics to consider planning around;

Commitment to ESG Practices

This is Environment, Social and (Corporate Governance) practices. There are many ESG factors including Climate Change, Energy Efficiency, Diversity and Inclusion, Community Engagement, Stakeholder Engagement and Ethical Behaviour. People are increasingly looking for businesses which are more widely responsible than just driving profits and market share. BDO Australia have summarised nicely as to what ESG is at https://www.bdo.com.au/en-au/accounting-news/accounting-news-may-2021/what-is-esg

Flexible Work Practices

It was discovered as a result of the COVID pandemic that many roles can successfully be fulfilled without the need to attend the office everyday. Employers rather than employees are naturally more likely to want a higher level of office or worksite attendance and the push and pull between what works best is yet to fully play out. With unemployment at a 48 year low the needs of employees have never been louder. Those that find the right balance will likely have the widest choice when hiring and retaining their people whilst still maintaining customer satisfaction.

Modern HR Systems

Many organisations have failed to invest adequately in the upgrade of their core HR systems. Often the People and Culture function have been the recipient of the Finance Departments choice of system with the HR module integration rather than being able to choose something more purposeful for its employees. As employees and leaders move and experience modern HR systems and Apps it quickly becomes an attraction if they are ever to consider moving again.

Early Access to Wages

Within modern HR systems, the ability to calculate and make available to employees their daily wages is growing. This means employees have the ability to spend their wages as they are earnt rather than wait for their weekly, fortnightly or monthly pay. For any employee who has ever needed to find money to feed their family, to meet an emergency expense between pay days, or are more active around their personal investments, this feature will likely become a differentiator for where they choose to work.

Online Training

Together with remote working is the growing need to move general and leadership training online. This is more than mandatory compliance training. Not all training can be effective online but is something which requires some deeper review. There are many new online training platforms available providing the technology platform.

Mental Wellbeing

There has been tremendous progress in the awareness mental wellbeing. This is something which was possibly traditionally ignored or thought to have been solved through the provision of an EAP service. Organisations who can be more in touch with their employees in real time, provide them a safe environment to express themselves and work, will likely build a stronger engaged workforce.

Inflation

There seems no doubt we are entering into a period of higher inflation. With almost 5 generations of employees now across some workplaces it will affect everybody in different ways. It will likely motivate companies to start looking for internal savings and employees to start looking for personal savings on the home front. It may also start the upward wages pressure on companies and more active unions. Either ways, everybody will likely feel some effect from inflation which will need managing.

Linq HR are specialists in Career and Vendor Selection. We help HR/PC professionals grow, and businesses find the right HR vendors and suppliers.

Benefits of Online Learning in the Workplace

Tue, 04 May 2021 16:00:00 +1000

“Change” is inevitable, and as people we are often reluctant and fear to change. This is also the reason for many of the accomplishments made in this world. The world is continuously changing, so as technology, businesses and learning.

We are living in an era where learning is transforming into digital learning.

Online learning has set its trend in the contemporary business world. Despite being busy, it is paramount to focus on the productivity of employees as well.

As a HR professional or business leader with responsibilities for employee development, you may have adopted various methods to enhance the productivity of your organisation. Are you aware that online learning has become a more practical and convenient option for employees to acquire new skills, knowledge and be more competitive in the era of post-COVID-19?

The skills you previously used may no longer be as relevant to operate effectively in the new normal of post-COVID-19 world. The advancement of technology has brought online learning to your fingertips and is beneficial for employees and the workplace.

According to SHRM, a recent survey has found that 74% of global respondents trust developing new skill sets are crucial for organisations to face the new normal of the post-COVID-19 era. Thus, let’s look at how you will benefit from using contemporary online learning in the workplace.

Variety of Choices

Online learning has opened up an array of choices for you. You are no longer required to settle for locally delivered courses or trainers. Through online learning you can access world class courses, trainers and speakers to train your employees.

Using the most appropriate course or trainer is crucial for the learning and development of employees. Moreover, the COVID-19 pandemic has resulted in many employees to work remotely. Thus, providing a world class learning experience will enable them to be more knowledgeable, productive and innovative. Further, it motivates, enhances confidence and loyalty in the long run.

Targeted Audiences

Online training can target certain employee groups or individuals. No longer do employees need to sit through face-to-face training sessions which has little relevance to themselves. Groups can include specific functions such as production, trading, sales or even HR delivering training online specific to them. Even the entire organisation can be considered a group for widespread compliance or safety type training. In a similar way employees on a specific site, such as remote mining sites or sites in different cities, could be the subject of site-specific training.

Cost Reduction

Cost reduction is another benefit which can be gained through online learning. You can train your entire team through one recorded lecture. Accordingly, your organisation can save travelling costs, meals, payments for each training session in different locations.

Time-Savings

With online training you do not have to wait until your trainer’s calendar is vacant; instead, you may be able to record training sessions and use them for all employees at once. Moreover, the employees will receive the opportunity to skip the topics they already know and select the topics to fill the gaps in their knowledge and skills.

Remember, no matter how good your learning and development programs are, you must make sure to get your employees trained as soon as possible. Thus, implementing incentives for course completion in good time is advantageous for the organisation as well as the employees. Besides, allocating a few working hours per week for online learning is also beneficial and; employees will then can balance the time for working and learning.

Flexibility and Convenience

Online learning can commence with one click of a button, hence very convenient as employees are prevented from travelling from one location to another to learn. Moreover, online training programs offer greater flexibility and customisation. Thus, it creates unique content according to the requirements, culture and people of the organisation.

In addition, these learning sessions provide the opportunity to collaborate and engage with diverse communities around the globe to share and gain new knowledge. Subsequently, your teams can thrive in the competitive digital world of the modern business environment.

Compliance

Certain trainings need to be verified as delivered and understood. Online training modules can include a competency based assessment of the training content as well as its timing. Verifying the individual of that training online is more difficult and often still requires physical identity verification to ensure the right person completed the training for compliance.

Although organisations are currently moving towards higher usage of online learning methods, some HR professionals may argue that online learning is not suitable for every occasion. This remains true in some instances, for example where live face-to-face discussions with an experienced trainer are necessary to demonstrate a skill.

Therefore, analysing the exact training needs is a must for HR professionals whist recognising that online learning can be highly beneficial and effective when used appropriately.

So finally, next time you decide to look for a new HR service provider then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.

References

Avado (2016) Online learning is a smart option for HR professionals. Available at: https://www.personneltoday.com/hr/online-learning-smart-option-hr-professionals/ [Accessed 18 February 2021].

Deloitte (2017) Careers and learning: Real time, all the time - 2017 Global Human Capital Trends. Available at: https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2017/learning-in-the-digital-age.html [Accessed 18 February 2021].

Kyong, J., Curtis, J. and Bonk, T. G. (2005) Surveying the future of workplace e-learning the rise of blending, interactivity, and authentic learning. Available at: https://elearnmag.acm.org/featured.cfm?aid=1073202 [Accessed 18 February 2021].

McCulloch, A. (2020) Lockdown drives high demand for online learning. Available at: https://www.personneltoday.com/hr/lockdown-drives-high-demand-for-online-learning/ [Accessed 18 February 2021].

Society for Human Resource Management – SHRM (2021) Lessons Learned in Moving Learning and Leadership Coaching Online. Available at: https://www.shrm.org/hr-today/news/hr-magazine/fall2020/pages/learning-and-leadership-coaching-moves-online.aspx [Accessed 19 February 2021].

How could Artificial Intelligence assist HR to become more efficient?

Wed, 24 Feb 2021 13:05:49 +1100

For most of us, Artificial Intelligence (AI) may soon be making our job better including the Human Resources department. AI is reinventing and helping HR's digital transformation. The future of HR involves AI, with businesses investing in HR automation solutions and focusing on more important tasks.

HR is known for having many tedious and repetitive administrative tasks, especially in organisations which haven't gone through technological updates recently, resulting in less productive employees. Providing the proper tools and technology will deliver a better employee experience and make life easier at work.

"HR and companies in general should look at applying AI not just to business processes that are high volume, like recruiting, but that also have a high incidence of error," Eubanks said. From auditing business contracts, expenses reporting and workplace harassment chatbots, AI solutions can be as efficient as it is in recruiting and talent acquisition areas.

AI Assisted remote onboarding

Organisations are turning to artificial intelligence and machine learning technologies to streamline employees onboarding experience especially after the Covid-19 crisis. Employee internal portals are used for company policies, services and for any other relevant document related to the employee’s everyday work thus reducing unnecessary paperwork.

HR chatbots as well as gamification onboarding strategies are used to facilitate new employee integration. “This can allow new hires to integrate more quickly into the organization even before their first day on the job,” says Susan Power, founder and CEO of PowerHr.

When it comes to onboarding, designing and implementing a smart training strategy is important to ensure the new employee can handle requests effectively. An automated and intuitive system will reduce the amount of training time and the employee can focus on “learning on the job”.

HR departments are also integrating AI technology to automate tedious manual tasks such as offer letters, writing contracts or benefits documents, screening resumes for keywords and documenting any information about the employee during the onboarding process in the HR system.

Natural Language Processing

NLP (Natural Language Processing) has brought a big change in the field of HR by using algorithms to analyse the interaction between human language and computers. It allows HR professionals to hire or promote a good candidate fit for a role and even identify employee potential. NLP provides a data-driven approach to selecting an employee with the objective of minimising human error or bias. Pre-qualification of candidates via chatbots and automated interviews improves time-to-hire and candidate experience.

NLP use could extend to analysing employee surveys responses, identifying competence, levels of employee engagement, at-risk employees and perhaps even succession planning. Sentimental analysis is an NLP technique used by some organisations to determine whether data is positive, negative or neutral. This analysis helps businesses in understanding customer needs and sentiment toward their brand.

Organisations must understand AI as a tool to assist rather than replace people. Integrating AI in the workplace can be a journey but when full utilised, will prove to be a determining factor for the efficiency of any HR departments.

So finally, next time you decide to look for a new HR service provider then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.

References

"AI for Administrative Tasks Can Make Life Easier at Work." https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/ai-for-administrative-tasks-can-make-life-easier-at-work.aspx.

"Onboarding Seamlessly: How AI Is Transforming the Experience - HR Certification Institute." https://www.hrci.org/community/blogs-and-announcements/hr-leads-business-blog/hr-leads-business/2019/05/18/onboarding-seamlessly-how-ai-is-transforming-the-experience.

"3 Ways Natural Language Processing (NLP) Will Transform HR ...." 17 Jul. 2019, https://www.hrtechnologist.com/articles/digital-transformation/3-ways-natural-language-processing-nlp-will-transform-hr-in-2019/.