How CHROs are Driving Business Growth with AI

AI has played a huge role in transforming the workforce and promoting business growth. In fact, an IBM study found that about 60 % of CEOs believe that people who use AI have a more competitive advantage. This has led executives to wonder about the uses of AI for business growth.

As a CHRO, you’re at the heart of talent and culture. You shape the engine that powers growth. What if you could tap into a supercharger? That’s what AI offers. It can transform HR from a support function into a strategic growth driver.

In this article, we’ll explore how CHROs can drive business growth with AI. We’ll break down the big picture into clear, actionable pillars.

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The Current Landscape Of AI in HR

The role of HR is no longer confined to managing policies and paperwork. AI has ushered in a new era of intelligent, people-centric transformation. Today, 73% of HR leaders have either adopted or are actively implementing AI tools across their operations (Deloitte, 2024).

From streamlining recruitment with AI-powered ATS that cut hiring time by up to 30%, to using natural language processing (NLP) for real-time sentiment analysis in employee feedback. AI is automating the mundane and amplifying the meaningful.

In performance and retention, predictive analytics are helping HR teams identify flight risks, skill gaps, and future workforce needs with precision. On the development front, AI delivers personalized learning journeys, matching employees with training content based on roles, goals, and growth patterns.

And it’s not just about efficiency. Ethical AI is emerging as a top priority. Forward-thinking organizations are focusing on transparency, bias prevention, and inclusivity to ensure AI strengthens trust and fairness in every people decision.

The message is clear: AI is not replacing HR. It’s reimagining it.

Ways CHROs Can Drive Business Growth With AI

CHROs are considered to be strategic business leaders in the HR department. These are some of the ways CHROs can drive business growth with the help of AI:

AI-Enabled Recruitment and Workforce Mobility

The application of AI technology is transforming recruitment by prioritizing real skills over job titles. Most HR practitioners assert that AI will mitigate hiring discrimination while enhancing workforce diversity, as stated in a LinkedIn research report.

Evaluate Applicants’ Skills Impartially: Go beyond the automated metric of keyword searching for resumes and utilize AI evaluation tools.
Fill New Positions with Existing People: Fill new opportunities from within the organization based on possible skill, not on historical roles.
Automize Screening & Ranking of Applicants: Screen and place candidates in roles based on their skills rather than obsolete requirements.

Building Better Skills

A focus on skills needs a clear, up-to-date list of what people can do. Big companies like IBM use AI to create standard skill inventories and skill definitions across jobs, making it easier to plan and grow their workforce.

In the context of skill development, AI helps CHROs by allowing them to:

Discover Hidden Talents: Find skills people have that aren’t obvious from their resumes or work history.
Stay Current with Industry Needs: Compare employee skills with what the market wants to keep the workforce ready for the future.
Find Important Skills: Look at job posts to spot what skills are really needed, cutting out unnecessary ones.

Smart Workforce Planning

Research shows companies using AI for workforce planning to keep their employees longer and get more work done. AI tools help CHROs to:

Find Missing Skills: Check what skills employees have now and what they’ll need in the future based on their business strategy.
Better Training Programs: Match employee learning with current skill needs to keep improving.
Smarter Hiring: Look for specific skills the company lacks instead of just focusing on work experience.

Use of AI And Its Ethics

HR leaders must set clear rules for using AI ethically and in line with company values. They need to watch for and fix any unfairness in AI systems to ensure everyone is treated equally. It’s better to build ethics into AI from the start rather than adding them later.

HR should check how AI affects employees’ work, stress, and job happiness. AI should help both the business and its workers succeed. During changes, HR needs to support employees with counseling and wellness programs. Being open about fears of job losses can help ease workers’ worries about big changes.

While we use AI responsibly, we must also help AI itself become more ethical. Today, AI is like a smart intern; they are knowledgeable and efficient, but not ready to run things. However, AI is learning quickly. Soon, leaders will use AI for more important and sensitive work, helping make big business decisions.

An intern can do good work even if they don’t share your company’s values. But as AI becomes more advanced and acts more like a business partner, having different values becomes riskier.

Currently, AI isn’t inherently ethical nor unethical, as it’s still learning to do its job. As it grows more complex, it could develop critical thinking skills. Even if AI doesn’t make final decisions, its suggestions will increasingly influence people’s work. To use AI ethically, we must teach it to consider ethics and include our values in its thinking.

Future Trends in AI And Recruitment

AI now reads job applications more naturally, like a human recruiter would. As companies seek to enhance their hiring processes, many turn to specialized services like AI for executive search & recruitment to find leaders capable of driving innovation. Alpha Apex Group, for example, stands at the forefront of AI Executive Search & Recruitment, sourcing unparalleled AI talent for organizations shaping the future of technology. It looks at how people write and what skills they have to help companies find the right workers.

By looking at past hiring data, AI can predict how well someone might perform in a job and how long they might stay. This is particularly useful in stores and restaurants, where staff turnover rates are high. Companies can use these predictions to make smarter hiring choices and reduce costs.

FAQs

How is AI Changing HR?

AI affects all parts of HR, from daily operations to hiring, training, and managing employees. First, employees will expect new ways to interact with HR using AI tools. These changes will reshape HR jobs and team structures.

What Do CHROs Use AI For?

HR leaders want to use AI to:

Speed up time-consuming tasks
Remove repetitive work
Help write HR documents and policies

How Does AI Impact Jobs?

AI will make some tasks outdated while creating new job opportunities. HR must be realistic about AI’s effects by looking at how current AI projects change work and considering business growth and market trends They can plan for the future by regularly checking for new opportunities while creating flexible roles that combine multiple skills and building teams with different specialists.

Conclusion

AI is changing how companies hire people. It uses data and smart tools to help find, choose, and keep good employees faster and better. HR leaders can now make fairer hiring choices using data instead of gut feelings, which helps remove personal bias. AI not only speeds things up, it helps companies understand job candidates better and build a stronger workforce.

HR leaders do more than just use new technology; they make sure AI fits with company goals. They set rules for using AI fairly and openly, and help their teams learn new ways of working. This helps create a workplace that welcomes new ideas while helping both the company and its employees grow. As a result, HR becomes more important to the company’s success and better at developing talent.