How AI agents will change HR

- What's the next critical process after interviewing a new hire? Onboarding. The first impression that a new hire has on their first day is just as important as during your interview process. IT systems, like messaging and internet portals, can track the most important tasks, but system access and training are either managed in individual systems or through spreadsheets and workflow tools. AI agents can streamline the onboarding process. The faster a new hire is operational, the faster they can add value to the organization. Agents can assist new hires as a virtual onboarding resource from their first day onward. What information does the new hire need and where is it stored? What company policies does the new hire need to know? Do they need a corporate phone or a credit card? Which team members should the new hire meet with and when? AI agents in HR can leverage data across different systems and sources to accomplish that task. For example, the agent can process company policy documents, or provide access to IT and procurement systems. This reduces the time it takes for hiring managers and IT to set up everything. It also reduces the time to confirm that the new hire has gone through the onboarding process. But onboarding isn't the only HR process where AI agents can help. It might sound enticing to add AI agents across the entire HR function, but review rules and regulations in different geographies you operate in before evaluating AI agents in HR. Especially candidate screening, performance management, and workforce planning are sensitive areas that require additional review. Keeping an HR team member as part of an agent workflow can be a minimum requirement. Additionally, keep in mind that having personal connections is important for employees to feel connected to your company. So be mindful of where and how you use agents, not at the expense of human connections.