Too often onboarding is a weak point in the workflow, delivering a mass of information and missing opportunities to check in with new employees. More than two-thirds of manufacturers say they are planning or currently use AI systems to create mentoring relationships during onboarding, and some have implemented chatbots and customized, yet automated, messages. AI’s role is clear, facilitating the goals of increased communication and access, but leaders believe companies must guard against losing human touch by relying too heavily on AI during onboarding.
Lastly, it’s all about keeping the right talent. In a tight labor market, small details matter. More than three-quarters of respondents believe that AI can assist in creating in-person touch points to increase employee awareness of benefits, aiding those with competition nearby. AI may also help teams increase action from employee surveys, capturing the needs of employees and tracking insight-driven engagement action plans.
Despite the benefits of AI, more than half of respondents were concerned that using AI for hiring and retention may result in the loss of a human touch. “I think there should be a combination of technology–which will be advancing–and accessibility of talking to a real person,” Irina Feldman, Vice President of HR for Metal Processing Group said. “And those real people need to know, by watching the data, that a person may need human interaction.”
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Manufacturers aren’t transforming their HR teams into robots anytime soon, rather layering AI enhancements into existing tools and continuing to learn what works, and what doesn’t, along the way. With limited budget for 47% of respondents, implementation and maintenance is a problem. Finding the balance between AI in HR and preserving the human touch will take considerable care.