[et_pb_section fb_built=”1″ _builder_version=”4.16″ da_disable_devices=”off|off|off” global_colors_info=”{}” theme_builder_area=”post_content” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.21.0″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n
AI is everywhere right now, bringing new tools, bold promises, and mounting pressure to \u201cdo something\u201d quickly. But for HR leaders, the real challenge isn\u2019t the technology itself. It\u2019s deciding where AI actually helps, where human judgment can\u2019t be replaced, and how to move forward responsibly.<\/span><\/p>\n [\/et_pb_text][et_pb_button url_new_window=”on” button_text=”Watch the webinar recording” _builder_version=”4.21.0″ _module_preset=”default” button_bg_color=”#1B467C” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” custom_margin=”35px||||false|false” button_url=”https:\/\/resources.intoo.com\/webinar-recordings\/on-demand-webinar-how-hr-is-really-using-ai-right-now?utm_source=website-blog&utm_medium=direct&utm_campaign=ai-in-hr-button” sticky_enabled=”0″][\/et_pb_button][et_pb_text _builder_version=”4.21.0″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n In a recent webinar, Mira Greenland, CRO at INTOO, sat down with Trent Cotton, Head of Talent Insights & Analyst Relations at iCIMS, to cut through the noise and focus on practical, leadership-driven guidance that addresses HR\u2019s particular concerns and needs.<\/span><\/p>\n The goal was to help leaders confidently answer three critical questions:<\/span><\/p>\n One of the challenging realities of current AI adoption is that its usage is rising faster than its measurable value.<\/span><\/p>\n Trent pointed to a growing gap between executive expectations and operational readiness. Many leaders assume AI is a \u201cmagic wand,\u201d but the truth is more grounded:<\/span><\/p>\n As Trent put it, AI still needs to be managed like anything else that impacts your business.<\/span><\/p>\n Trent returned often to a simple but powerful principle:<\/span><\/p>\n You have to inspect what you expect.<\/b><\/p>\n In other words, you don\u2019t implement AI and walk away. You treat it like a teammate:<\/span><\/p>\n This is especially critical as tools become more autonomous.<\/span><\/p>\n One part of the discussion that provided the most clarity about available tools was Trent\u2019s framework for understanding \u201cAI,\u201d because not everything sold as AI is the same. But each tool can call into one of three buckets:<\/span><\/p>\n Rule-based workflows and triggers (e.g., moving a candidate to a new hiring stage triggers an email). These are typically lower risk, but still need auditing.<\/span><\/p>\n Tools like ChatGPT, Claude, Copilot, or Perplexity that are collaborative and support writing, summarizing, brainstorming, and research. The human is still driving.<\/span><\/p>\n This is where risk rises. Agents can take actions\u2014not just generate text\u2014and errors can become real-world outcomes.<\/span><\/p>\n Trent compared the best version of agent AI to an \u201cIron Man suit.\u201d The human is still in charge, but dramatically augmented.<\/span><\/p>\n Instead of beginning with tools, Trent recommended turning to journeys:<\/span><\/p>\n Then, ask a simple set of questions at each step:<\/span><\/p>\n\n
The Current State of AI Adoption in HR: Lots of Use, Limited ROI<\/span><\/h2>\n
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\u201cInspect What You Expect\u201d: The Most Important Mindset Shift<\/span><\/h2>\n
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Defining AI in Three Buckets: Automation, Gen AI, and Agent AI<\/span><\/h2>\n
1. Automation: \u201cDo this for me.\u201d<\/span><\/h3>\n
2. Generative\/conversational AI: \u201cWork on this with me.\u201d<\/span><\/h3>\n
3. Agent AI: \u201cDo this with me\u2026and sometimes for me.\u201d<\/span><\/h3>\n
Where Should HR Start with AI?<\/span><\/h2>\n
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