Linq HR - Blogs (Information) #HRIS

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.

Ways to Outsource Human Resources (HR) Functions and Their Benefits

Mon, 13 Jan 2025 14:00:28 +1100

Outsourcing HR functions allows organisations to focus on their core business while benefiting from specialist expertise, cost efficiencies, and scalable solutions tailored to their unique needs.

1. Recruitment Process Outsourcing (commonly referred to as RPO)

Organisations can delegate their recruitment activities to external agencies, including candidate sourcing, screening, psychometric testing, and onboarding. The agency can place their own people onsite directly interacting with your workforce and using either their own recruitment systems or your preferred internal systems.

Benefits can include a reduction in in house hiring expenses, tap into industry specific expertise and a larger talent pool, and quickly scale hiring efforts depending on organisational needs. Can also include a higher level or transparency across the recruitment process with enhanced reporting.

2. Payroll Outsourcing

This is probably one of the most common outsourcings. Third-party providers manage payroll functions, including salary processing, tax compliance, and benefits administration.

Benefits can include reducing errors and taxation and regulatory compliance, frees up internal HR or Finance resources to focus on more strategic matters, eliminates the need for specialised payroll software. Further efficiencies can be gained if supported by electronic time recording.

3. Employee Training and Development

Again another commonly outsourced HR function is employee training. They can be outsourced to specialised firms or online learning platforms.

Benefit can include training customisation, expert trainers and the latest training knowledge and techniques. Can scale training rollouts depending on organisational learning and training needs.

4. Compliance Management

External agencies handle compliance with labour laws, workplace safety standards, and other regulations.

Benefits include risk mitigation through minimising legal risks by ensuring adherence to laws and regulations. Labour laws can be fast moving so allows access to specialist knowledge, frees up internal resources to focus on everyday business rather than having to constantly research in detail legislative changes.

5. Employee Benefits Administration

Management of employee benefits, such as health insurance, superannuation, and wellness or Employee Assistance Programs, can be outsourced.

The advantages of outsourcing Employee Benefits are it can simplify the complexities of benefits management, tap into saving through a suppliers economies of scale, timely and accurate benefit deliver which enhances trust.

6. HR Information Systems (HRIS)

Outsourcing the implementation and management of HRIS software to external vendors.

Benefits include access to cutting-edge systems including without heavy capital investment if adopting a Saas solution. Robust security measures as a part of the software regular updates, and better access to employee data and trends which can assist in running a more efficient business.

7. Performance Management

Outsourcing the design and execution of performance evaluation systems is something which is somewhat still emerging.

Benefits include tapping into third party independent objective evaluations. An effectively administered and executed performance program for both leaders and employees, a regular and systematic performance review cycle.

8. HR Business Partnering

Leaders often feel that their HR function has to sit close to them to be effective. By outsourcing the HR Business Partner role which includes various times onsite, benefits can be gained through reducing duplication, and gaining economies of scale across items which are common across all businesses such as HR policies, procedures. Also allows tapping into best practices from other industries and the external HR specialist agency can provide all the professional training needed, and guidance particularly around difficult issues.

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

Does Gamification Enhance Engagement or Is It Just a Distraction?

Wed, 21 Aug 2024 10:51:38 +1000

Gamification, or the application of game-design elements in non-game contexts, has rapidly gained traction as a tool to boost engagement in various sectors, including the workplace.

Gamification aims at taping into the intrinsic motivations of individuals, making tasks more enjoyable and encouraging participation. However, can it be viewed as a superficial distraction that diverts attention from the core objectives. So, does gamification truly enhance engagement, or is it just a fleeting diversion?

Enhancing Engagement

Gamification is particularly effective in environments where routine tasks can lead to disengagement. By introducing elements such as point systems, leaderboards, and rewards, gamification transforms mundane activities into challenges that employees are more motivated to complete. This can lead to increased productivity, as employees are more likely to invest effort in tasks that are perceived as enjoyable and rewarding. Additionally, gamification fosters a sense of competition and achievement, which can lead to higher levels of engagement and team collaboration (Muntean, 2011).

When thoughtfully integrated into a learning and development strategy, gamification can enhance knowledge retention. Interactive learning experiences that mimic game like scenarios can lead to deeper understanding and longer-lasting engagement with the material (Kapp, 2012).

A Potential Distraction

Despite its benefits, gamification can also become a distraction if not carefully implemented. There is a risk that employees may focus more on earning points or rewards rather than on the quality of their work. In some cases, the game mechanics can overshadow the actual objectives, leading to a situation where the process becomes more important than the outcome (Bogost, 2011). This can dilute the effectiveness of the strategy, potentially resulting in a disengaged workforce.

Popular Gamification Apps

Habitica - Turns daily tasks into a role-playing game where users earn rewards and level up by completing tasks.
Kahoot! - A game-based learning platform often used for quizzes and interactive learning sessions.
Quizlet - Allows users to create study sets and use gamified learning tools to enhance knowledge retention.
Bunchball Nitro - A comprehensive platform that integrates gamification into workplace tasks to drive engagement.
Microsoft Viva Insights - Part of Microsoft’s employee experience platform, it uses gamification elements to enhance productivity and well-being.

So gamification has the potential to significantly enhance engagement when aligned with organisational and personal goals. However, it should be applied judiciously to avoid becoming a distraction that undermines productivity. The key lies in striking the right balance between fun and focus, ensuring that gamification serves as a tool to enhance, rather than divert attention.

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

References:

Bogost, I. (2011). How to Do Things with Videogames. University of Minnesota Press.

Kapp, K. M. (2012). The Gamification of Learning and Instruction: Game-based Methods and Strategies for Training and Education. Pfeiffer.

Muntean, C. I. (2011). Raising engagement in e-learning through gamification. The 6th International Conference on Virtual Learning ICVL 2011. Bucharest: University of Bucharest.

What is the Role and Benefits of a Human Resources Broker?

Wed, 13 Mar 2024 10:15:17 +1100

A Human Resources Broker (HRB) acts as an intermediary between businesses seeking HR services and products, and the providers of these services and products. This role is particularly valuable in navigating the complex and diverse HR marketplace, ensuring that companies can access the best possible solutions tailored to their specific needs. Here are the key roles and benefits of a HR Broker:

Role of a HR Broker

Needs Assessment - They conduct thorough assessments of a company's HR needs, considering factors like company size, industry, existing HR practices, and strategic objectives. This ensures a deep understanding of what the business requires to enhance its HR functions.

Market Expertise - HR Brokers possess extensive knowledge of the HR services market, including the latest tools, technologies, and best practices. They are adept at identifying trends and innovations that can benefit their clients.

Provider Vetting - They undertake the vetting of potential HR service providers, evaluating their capabilities, track record, pricing, and compatibility with the client’s needs and organisational culture. This saves companies a significant amount of time and resources.

Customised Solutions - HR brokers tailor solutions to match the unique requirements of each business. They understand that no two companies are the same and that customisation is key to addressing specific challenges and goals.

Negotiation and Implementation Support - Brokers negotiate terms with service providers on behalf of their clients, often securing more favourable terms and pricing. They may also assist with the implementation process, ensuring a smooth transition and integration of new services or products.

Benefits of a HR Broker

Cost Efficiency - By leveraging their knowledge and relationships, HR Brokers can secure cost-effective solutions for businesses, often negotiating better rates than companies could achieve on their own.

Time Savings - Outsourcing the search and vetting process to a HR Broker frees up company resources and allows businesses to focus on their core activities, rather than spending time navigating the vast HR services market.

Access to Expertise - Brokers provide access to a wider range of expertise and innovative solutions that a company might not have been aware of or had access to on its own.

Risk Mitigation - Through thorough vetting and due diligence, HR Brokers reduce the risk associated with selecting an unsuitable HR service provider. They ensure that providers are reputable, compliant with relevant legislation, and capable of delivering high-quality services.

Strategic Partnership - A HR Broker can become a strategic partner, offering ongoing advice and support to ensure the HR services and products continue to meet the evolving needs of the business.

Enhanced Flexibility - Companies can benefit from more flexible HR solutions that can be scaled up or down as needed, thanks to the broker's understanding of various service providers' offerings.

A HR Broker plays a pivotal role in enhancing a company's HR functions by providing expert advice, access to quality services and products, and tailored solutions that meet specific business needs. This partnership can lead to significant improvements in efficiency, performance, and employee satisfaction.

Choosing Linq HR, Australia's first HR Broker, offers businesses the advantages of pioneering expertise, an established provider network, a reputation for trust and reliability, leadership in innovation, and a deep commitment to understanding and meeting the needs of Australian businesses. These benefits collectively ensure that clients receive unparalleled HR support that is tailored, efficient, and compliant with Australian standards.

For further information call 1300234566.

Navigating the Shifting Landscape of Human Resources/People and Culture: Key Trends in 2024

Thu, 15 Feb 2024 13:02:11 +1100

In the ever evolving realm of Human Resources (HR) / People and Culture, staying attuned to current trends is paramount for professionals steering their organisations towards success.

As we step further into 2024, several major themes are shaping the HR landscape, influencing everything from talent management to organisational culture.

1. Remote Work and Hybrid Models: The way we work has transformed, with remote work emerging as a significant HR consideration. Organisations are crafting policies that support virtual teams, while the rise of hybrid work models requires a delicate balance between employee preferences and organisational needs.

2. Employee Well-being and Mental Health: Recognising the impact of well-being on productivity, HR is placing a heightened focus on employee mental health. Initiatives aimed at supporting the emotional and mental well-being of employees are gaining prominence, fostering a healthier workplace culture.

3. Diversity, Equity, and Inclusion (DEI): Creating inclusive workplaces is a top priority for HR, with a continued commitment to fostering diversity and addressing biases. Organisations are actively working on strategies to ensure equity and inclusion, building diverse talent pipelines for sustained success.

4. Digital Transformation in HR: Embracing technology is a key trend, with HR undergoing a digital transformation. Automation, artificial intelligence, and analytics are becoming integral to HR processes, enhancing efficiency and providing valuable insights into workforce dynamics.

5. People Development: Continuous learning is no longer a choice but a necessity. HR is spearheading innovative learning and development programs including an uplift on online approaches, ensuring employees are equipped with the skills needed to thrive in a rapidly changing business landscape.

6. Agile and Adaptive HR Practices: In response to dynamic business environments, HR is adopting agile methodologies and adaptive practices. This involves flexible workforce planning, quick decision making, and fostering a culture of innovation.

7. Employee Experience: Enhancing employee experience is a strategic imperative for talent retention. HR professionals are investing in positive workplace cultures, effective communication, and initiatives that foster a sense of belonging among employees.

8. Workforce Planning and Talent Acquisition: Strategic workforce planning is gaining prominence as HR aligns human capital with long-term business goals. Talent acquisition strategies are evolving to attract and retain top talent in competitive markets.

9. HR Analytics and Data-Driven Decision Making: Leveraging data analytics is no longer an option but a necessity for HR. From workforce planning to performance evaluations, data-driven decision-making is enabling HR professionals to identify trends and seize opportunities proactively.

10. Employer Branding and Reputation: Crafting and promoting a positive employer brand is crucial for attracting top talent. HR is actively engaged in building and maintaining an organisation's image as an employer of choice.

11. Employment Laws: Understanding and implementing new policies and procedures around the continuous changes to Australian employment laws is key to making sure your organisation remains compliant but also remains productive and competitive.

In conclusion, it can be said that the HR landscape is undergoing a transformative journey in 2024. Some of these HR topics are not new to HR professionals, but are requiring inventive approaches to meet current needs of employers, employees and changes in society. To thrive in this environment, HR professionals must embrace these trends, staying agile and proactive in navigating the ever shifting dynamics of human resources.

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

Blog adapted from source information contained at The Society for Human Resource Management (SHRM) - shrm.org

Don't Overcook your Workforce Planning

Fri, 14 Apr 2023 15:02:08 +1000

Workforce planning, even if kept basic, goes a long way towards making sure you have the right resources, with the right skills, in the right roles at the right time.

Overly in-depth workforce planning can fail as there are so many real time factors which it cannot anticipate. For example, multiple level resignations in the same department or function where internal successors are depleted, employees personal preferences can change suddenly based on opportunities they never foresaw which are now visible to them, company mergers and acquisitions where new employees are available to fill future roles.

Start simply with identifying critical roles - those roles if they become vacant will have a significant operational or financial impact for your organisation. If it is found that there are no suitable successors available internally then decide whether to identify and start preparing someone internally or identify where affordable candidates may exist in the external labour market as a future resource.

Next can be key roles - those roles which are important to have consistently filled and which may require some specific level of education, a particular skill set, prior experience or exposures.

Remember that plans are never static and need to be continually reviewed and adjusted as your people and organisation develops.

If workforce planning is supported with individual career plans then you will be in an envious position where employees will feel valued and your organisation having the best chance for smooth people transitions.

Finally, keeping workforce planning basic and regular can deliver more relevant resourcing options at the time of need.

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

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.

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/.