Artificial Intelligence

The number of employers using generative artificial intelligence (AI) is skyrocketing: Nearly one in four organizations reported using automation or AI to support HR-related activities, including recruitment and hiring, according to a

Artificial intelligence (AI) has worked its way into many facets of our lives, and talent acquisition/management is no exception.

As of 2022, four of every five employers use AI-enabled and automated tools in their key employment activities, including recruitment and hiring. Nearly 40% use AI-enabled tools for performance management, according to a SHRM study.

HR professionals remain busy in 2023 as they grapple with a tight labor market, economic uncertainty, rapidly changing technology, and more.

Explore three trends healthcare HR leaders should track as they manage their workforce this year and beyond.

1. Automating HR Processes

Many organizations across industries run on legacy systems, and healthcare is no exception. Many of these outdated systems keep healthcare organizations running and help them manage patient information.

HR technology continues to revolutionize and streamline the entire employee life cycle, including recruitment, background screening and employee management.

Many healthcare organizations that have weathered the pandemic are now focusing on diversity as their next high priority. As human resources and other healthcare leaders seek to implement specific strategies, here are three key elements you must keep in mind.

1. Create SMART Goals

Diversity, equity, and inclusion (DE&I) in healthcare can look different across communities and facilities. This can make success more challenging to define. However, that does not mean that diversity strategies have to be nebulous.

Different types of bias, whether intentional or unintentional, have been a concern among HR departments for decades. In fact, psychologists have defined more than 180 human biases.

Artificial intelligence (AI) and machine learning (ML) programs have been promoted as a more objective, less biased way to screen, hire, and train job candidates. Unfortunately, humans may program biased information into algorithms, skewing results. AI programs also may exhibit bias when they lack sufficient, representative data.

Many supporters of artificial intelligence (AI) in healthcare promote its potential for improving diagnostics, predicting treatment effectiveness and patient outcomes, and providing new insights into EHR data and population health. While AI does have potential for clinical application, it may also have a future in healthcare human resource (HR) departments.

Both the clinical and administrative sides of healthcare are constantly evolving, from screening job candidates to conducting patient visits to training medical students. As we enter a new decade marked by a global pandemic, these advancements create significant challenges and opportunities for all parts of a healthcare organization.