AI in HR: Guides for HR Leaders and Tech Buyers

This hub collects our guides on AI in HR for HR directors, people operations leaders and HR technology buyers. It covers AI assistants and chatbots, agentic AI and autonomous workflows, AI in recruiting, and the governance and compliance questions that come with putting AI into employment processes, so you can evaluate tools with clear expectations.

AI Assistants and Chatbots for HR

Start here to understand what HR assistants and chatbots can handle and how to evaluate them.

Agentic AI and Autonomous HR Workflows

These guides explain agentic AI and how autonomous workflows are being applied in HR.

AI in Recruiting and Hiring

Use these articles to see where AI helps talent acquisition teams and where to be careful.

AI Governance, Risk and Responsible Use

Read these before you scale AI in employment decisions.

AI Across the Employee Lifecycle

These guides look at AI beyond hiring, from retention to reporting.

Frequently Asked Questions

What is the difference between an HR chatbot and agentic AI?

An HR chatbot mainly answers questions, such as policy or benefits queries, by retrieving information. Agentic AI goes further: it can plan and carry out multi-step tasks, such as starting an onboarding workflow or updating records, within limits that people set. Because agents take actions, they need stronger permissions, audit trails and human review points than a question and answer tool.

Can AI make hiring decisions on its own?

It should not without human oversight. Employers remain responsible under anti-discrimination laws such as Title VII and the ADA for outcomes produced by tools they use, and some jurisdictions, including New York City, require bias audits and notices for automated hiring tools. Most organizations use AI to support screening while keeping final decisions with people.

What is disparate impact in AI hiring?

Disparate impact occurs when a neutral practice, such as an automated screening rule, disproportionately excludes a protected group. It can be unlawful even without intent to discriminate. A common screening check is the four-fifths rule, which compares selection rates across groups. Employers should test AI tools regularly and be prepared to show that criteria are job related.

What should an AI in HR governance policy cover?

A practical policy defines approved tools and use cases, which data may be entered, who reviews AI output before it affects employees, and how decisions are documented. It should also cover vendor due diligence, bias testing, employee notice where required, and a process for correcting errors. Many teams assign an owner who reviews the policy as laws change.

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