Which AI Adoption Persona Are You in HR? [Take the Quiz!]
As AI is poised to disrupt nearly 40% of jobs globally, only one-third of HR professionals feel adequately prepared to leverage these technologies. HR must adopt AI not only for enhanced efficiency but also to maintain competitiveness and prioritize strategic, people-centered initiatives.
Is AI coming for your HR job? With AI automation capabilities growing by the day, it’s a question on many HR professionals’ minds. While some fear the unknown, others are embracing AI as a transformative tool that can handle a multitude of tasks, from crafting emails to analyzing complex data sets.
Generative AI, in particular, is changing HR workflows, acting as an ‘intelligent co-worker’ that can assist in many areas. Yet, despite the hype, AI adoption has been slow and inconsistent.
This article dives into the various ways HR professionals are using AI today, the challenges they face, and the four unique adoption profiles—from skeptics to champions—that shape how AI is integrated into HR functions. Where do you fit, and what can you do to leverage AI’s potential?
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Contents
Adopting AI beyond individual use: Key success factors
4 AI adoption personas in HR
1. The Skeptical Avoider
2. The Reluctant User
3. The Active Explorer
4. The Adoption Champion
Next steps to get started in your AI adoption
Adopting AI in HR beyond individual use: Key success factors
Our research in AI adoption has identified some of the common barriers HR professionals face:
- Limited use of AI in HR practices, which leads to less exposure and familiarity with the technology
- Emphasis on individual AI applications for efficiency instead of broader, strategic implementation
- AI is mainly applied in recruitment, resulting in limited experience with more complex, company-wide solutions.
You’ve probably faced some of these barriers to adopting AI in your role. To overcome these challenges, you’ll need first to understand the critical success factors for adoption.
AI must be a strategic priority for business and HR
The key to successful AI adoption is making sure it is a top priority for both business and HR. If an organization is slow to embrace AI, it will be challenging to drive adoption within HR. Additionally, using AI in HR to meet business objectives should be a strategic choice. Without this focus, efforts to implement AI in HR will struggle to gain the support and momentum needed for success.
Exposure to AI in your role
Personal curiosity can encourage the use of AI, but our research indicates that exposure to AI in your job plays a significant role in its adoption. For instance, HR professionals in senior roles tend to have a more positive outlook on AI applications because they often have a broader perspective on how technology can improve organizational efficiency.
We also found that Talent Acquisition Specialists are more likely to use AI across all their tasks, likely because they encounter AI in recruitment processes. So, being exposed to AI in your role is essential for driving its adoption.
Your sentiment toward AI
Human behavior, including how we adopt new technologies, is influenced by our thoughts and feelings. To embrace AI, you must recognize its value, understand its benefits, and have a positive attitude toward using it. Along with hands-on experience, having an open mindset is essential.
With this in mind, we’ve identified four adoption profiles that represent different stages in the AI adoption journey in HR and key behaviors and actions you can take to move forward. Let’s take a closer look at these profiles.
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4 AI adoption personas in HR
Not all HR professionals are embracing AI at the same speed or with the same enthusiasm. By understanding these four profiles, you can identify your current approach and discover ways to advance in your AI adoption journey.
1. The Skeptical Avoider
Skeptical Avoiders don’t see the value and use of AI or fear what this might mean for them and their future. They often find themselves in environments where AI is not used, meaning AI remains distant from their current reality. The most significant risk for Skeptical Avoiders is being left behind as AI will continue to impact their future.
Are you a Skeptical Avoider?
- Do you question AI’s value? Skeptical Avoiders doubt AI’s benefits and view it as an overhyped trend.
- Do you avoid AI discussions? Skeptical Avoiders steer clear of AI conversations, showing discomfort or disinterest.
- Do you resist learning about AI? If you are reluctant to engage in AI training or upskilling, then you could be a Skeptical Avoider.
- Do you focus more on the risks of AI? Skeptical Avoiders focus on potential downsides like job loss or privacy concerns.
- Do you prefer the way things worked before AI? If you choose to follow manual processes and instead emphasize AI’s failures, you could be a Skeptical Avoider.
What Skeptical Avoiders can do:
- Start with the basics: Learn AI fundamentals through accessible resources like articles, videos, or courses.
- Experiment with AI tools: Use simple AI tools for low-risk tasks like scheduling or email drafting.
- Explore success stories: Review case studies or testimonials to see AI’s benefits and share examples with your HR colleagues.
- Engage in discussions: Join conversations with an open mind, ask questions, and address misconceptions.
- Seek mentorship: Connect with an AI-savvy peer or mentor to learn from their experience and gain guidance.
2. The Reluctant User
Reluctant Users are often seen as unwilling participants. While they may have access to AI tools, they don’t see their value or fear using them. If they had a choice, they would steer clear of AI use. This reluctance can lead to stagnation in their AI adoption, as they are not intrinsically motivated to fully embrace it.
Are you a Reluctant User?
- Are you reluctant to use AI? Reluctant User engages with AI only when it’s mandatory, often with hesitation.
- Do you express discomfort using AI? If you frequently voice skepticism about AI’s accuracy and impact, then you could be a Reluctant User.
- Do you use minimal AI features? Reluctant Users stick to basic AI functions and avoid the more advanced tools.
- Do you prefer manual methods? Seeking traditional workarounds and bypassing AI when possible could make you a Reluctant User.
- Do you avoid learning about AI? Reluctant Users show little interest in AI training or giving feedback on AI tools.
What Reluctant Users can do:
- Start small with AI tasks: Use AI for simple, low-risk tasks to see immediate value.
- Gradually explore features: Experiment with new AI functions that address daily challenges.
- Blend AI and manual methods: Integrate AI into specific parts of tasks to complement traditional approaches.
- Engage in training and give feedback: Participate in upskilling initiatives and provide feedback on AI tools, sharing your concerns and suggestions for improvements.
- Explore AI’s impact with data-backed insights: Challenge your perceptions by reviewing the measurable improvements or efficiencies gained from AI tools.
- Connect AI to daily challenges and goals: Set personal goals and use data-backed insights to see AI’s impact on your work.
3. The Active Explorer
Active Explorers are excited and curious about how they could utilize AI. They often see the potential for AI to transform their day-to-day tasks, their roles, and how HR can operate. However, they might have limited opportunities to use AI beyond personal use because of the slow adoption of AI into HR functions. Given the chance, though, Active Explorers can become advocates and catalysts for AI adoption.
Are you an Active Explorer?
- Do you actively experiment with AI? Active Explorers seek out and test new AI tools and features independently.
- Do you share AI ideas with others? If you regularly propose new AI uses and show enthusiasm for its potential in HR, you could be an Active Explorer.
- Do you actively learn more about AI? Active Explorers engage in self-directed AI education and seek involvement in AI initiatives.
- Do you advocate for AI? If you promote AI adoption to colleagues and management and suggest integration strategies, that indicates you may be an Active Explorer.
- Are you frustrated by slow adoption? Active Explorers express impatience with the organization’s limited support for AI.
What Active Explorers can do:
- Lead AI pilot programs and advocate for using AI in HR: Volunteer for AI initiatives in HR to demonstrate quick wins and tangible benefits.
- Create and share use cases: Develop detailed examples showing how AI can improve HR processes and share them with the team.
- Collaborate cross-functionally: Partner with other departments to explore AI’s impact on broader challenges.
- Participate in formal AI training: Pursue training or certification in AI and data analytics to build expertise.
- Experiment, explore, and share how you use AI: Keep experimenting with and using AI tools and solutions, share successes, and advocate for broader adoption.
4. The Adoption Champion
Adoption Champions are the greatest supporters of AI adoption in HR. They have a positive attitude toward AI and actively work to improve their skills and find ways to create value. They usually work in environments that promote and use AI in HR processes, allowing them to apply and experiment with AI. Adoption Champions have the potential to drive AI adoption and transformation within HR.
Are you an Adoption Champion?
- Do you promote AI’s benefits? Adoption Champions advocate for AI use in meetings and communication with colleagues, emphasizing its value and impact.
- Do you lead AI initiatives? If you take charge of AI projects and drive new HR applications and improvements, you could be an Adoption Champion.
- Do you influence decision-makers? An Adoption Champion engages with leadership to highlight AI’s strategic value.
- Do you seek out continuous learning? Actively pursuing advanced AI training, certifications, and conferences to stay current indicates you may be an Adoption Champion.
- Do you mentor and support peers? Adoption Champions guide colleagues to help them successfully use AI tools, fostering a collaborative environment.
What Adoption Champions can do:
- Expand AI integration: Identify and implement AI opportunities across various departments through cross-functional projects and workshops.
- Form AI working groups: Create or join committees to align AI goals and share best practices company-wide.
- Advocate for AI investments: Showcase AI benefits and success stories to secure broader organizational support and funding.
- Foster external partnerships: Build relationships with organizations, vendors, or industry groups to explore new AI solutions.
- Drive AI culture: Promote a pro-AI culture through impactful events and initiatives, encouraging innovation and participation.
Next steps to get started in your AI adoption
The four adoption personas help identify how you and your colleagues engage with AI at different levels. Recognizing where you and others fall in the adoption journey can help guide how you approach AI implementation and transformation.
Here are some practical steps you can take to play a more active role in AI adoption within the HR function.
- Step 1: Promote collaboration and knowledge sharing: Actively share AI insights and best practices through meetings, workshops, and knowledge platforms, encouraging team members to contribute and learn from each other.
- Step 2: Address concerns and build trust in AI: Create a safe environment for voicing concerns about AI, listening actively, and providing evidence-based reassurance about AI’s role in enhancing rather than replacing human tasks.
- Step 3: Encourage experimentation and exploration: Start with small, manageable AI projects and experiment with accessible tools to build familiarity, advocate for AI exploration, and demonstrate its long-term benefits and alignment with organizational goals.
Over to you
The journey towards AI adoption in HR is not just about implementing technology. To use AI to its full potential, you’ll need to cultivate a culture of learning, innovation, and collaboration that empowers you and your colleagues to contribute to the transformation actively.
These four adoption profiles provide a valuable framework for HR professionals navigating the AI adoption journey. By understanding these profiles, you, your HR leaders, and your team members can take intentional steps to foster greater AI adoption and use.
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