How AI can help you attract, engage and retain the best talent in 2025
On the Fifth Day of AI, we explore how AI is reshaping HR – boosting productivity, addressing concerns, and preparing organisations for the future.
As we move into 2025, the landscape of human resources (HR) is heading for a significant transformation. Artificial intelligence (AI) is set to revolutionise workforce collaboration, efficiency, and talent management.
For HR leaders, harnessing the power of AI will be essential to attract, engage, and retain top talent in an increasingly competitive market.
Enhancing HR performance
- Automation
AI is reshaping and revamping HR by automating routine and mundane tasks such as interview scheduling, data entry, and CV screenings. This automation allows HR teams to focus on strategic initiatives that add real value to employees, such as developing diverse cultures, offering tailored development programmes, and increasing engagement.
- Analytics
AI-powered analytics can identify workforce trends, predict employee turnover, and suggest to retain top talent. These insights enable HR leaders to make data-driven decisions to support a high-performance culture, ultimately improving employee engagement and organisational performance.
Just look at Unilever, which uses AI to streamline its recruitment process. By using AI-driven assessments and video interview analytics, Unilever has significantly reduced time-to-hire while enhancing the candidate experience. Additionally, AI can streamline performance management by providing continuous feedback and personalised development plans. This shift towards real-time performance management fosters a culture of continuous improvement, where the team receives timely feedback and support to achieve their goals, leading to higher engagement levels and better retention rates.
Talent attraction and retention
- Recruitment
As the demand on sourcing talent with scarce skills continues in 2025, attracting top talent needs innovative strategies. AI can play a pivotal role in enhancing the candidate experience. Imagine AI-driven chatbots engaging with candidates in real-time, answering their questions and providing personalised information about the company and the role. This immediate engagement can significantly improve the candidate experience, making the organisation more attractive.
AI can also help create a more inclusive hiring processes by eliminating unconscious biases from recruitment. AI algorithms can analyse job descriptions to ensure they are free from biased language and assess candidates based on objective criteria. This is an incredibly important step to support organisations in attracting and growing a more diverse and inclusive workforce, which is crucial for driving innovation and business success.
- Retention
Retaining your team is equally important as attracting it. AI can help HR leaders identify early signs of people’s disengagement or dissatisfaction. For instance, AI-powered sentiment analysis can monitor employee communications and flag any negative sentiments, allowing HR and managers to intervene proactively. By addressing issues before they escalate, organisations can improve the satisfaction, happiness and ultimately retention of the team.
AI can also facilitate personalised employee development. By analysing skills, performance data, and career aspirations, AI can recommend tailored development programmes and career paths for each individual. This personalised approach to development can help people feel valued and supported.
Upskilling your team in the New Year
24% of all workers are worried that AI will soon make their job obsolete. HR leaders have a crucial role in addressing these concerns and ensuring their teams are ready for AI integration. Providing training and the right tools to integrate AI smoothly is essential. By fostering a culture of continuous improvement and responsible AI use, HR can drive greater efficiency and empower the entire workforce.
AI is more likely to enhance roles rather than replace them, and HR leaders should embrace AI ethically and transparently. This involves being clear about how AI is used, ensuring data privacy, and maintaining a human touch in all interactions. By doing so, HR can build trust and create a positive environment where AI is seen as a tool for empowerment rather than a threat.
The 12 Days of AI
- On the First day of AI, we explore how AI is being used in marketing, the benefits and key use cases, as well as concerns and how marketers can best take advantage of the technology.
- On the Second Day of AI, we look at the importance of truly understanding what AI is to enable true organisational transformation.
- On the Third Day of AI, we explore some of the key trends to keep an eye on, and prepare for, in 2025.
- On the Fourth Day of AI, we discuss the value of adopting AI responsibly, and outlines how businesses can build responsible adoption into their plans.
2025 – the future of AI in HR
As we approach 2025 and beyond, the integration of AI in HR will continue to evolve. Future trends may include more sophisticated AI-driven talent management systems, enhanced predictive analytics for workforce planning, and even more personalised employee experiences powered by AI. HR leaders who stay ahead of these trends and continually innovate will be well-positioned to lead their organisations into the future.
Looking to the New Year, AI will play a pivotal role in enhancing HR functions, making them more efficient, strategic, and employee centric. By leveraging AI to attract, engage, and retain top talent, organisations can stay competitive in a rapidly evolving job market. HR leaders who embrace AI responsibly and proactively will be well-positioned to drive their organisations forward, creating workplaces that are both productive and fulfilling for their team.
Toria Walters is chief people officer at ANS, a digital transformation provider and Microsoft’s UK Services Partner of the Year 2024. Headquartered in Manchester, it offers public and private cloud, security, business applications, low code, and data services to thousands of customers, from enterprise to SMB and public sector organisations.
Originally published at ECT News
