Emerging AI Tools for Government HR Will Knock Your Socks Off 

AI isn’t just a buzzword; it’s a necessity. The profound advantages of integrating AI into data gathering and decision-refinement process in hiring and workforce management, especially within government agencies, is at the cusp of fundamental transformation. 

But, before we discuss AI, we must be clear on the type of AI that is going to transform government process management as we know it.  

Generative AI tools, like ChatGPT, use data to teach itself. Generative AI in its current, unregulated state, poses many risks: errors, misuse, bias, privacy, and security. But there are two forms of AI that the government has embraced and must further adopt across the board to avoid falling further behind: RPA (Robotic Process Automation) and ML (Machine Learning).  

• RPA (Robotic Process Automation): RPA focuses on automating repetitive, rule-based tasks. It doesn’t generate creative content, but rather mimics human actions to perform tasks like data entry, form filling, or moving information between systems.  

• ML (Machine Learning): ML is about teaching computers to learn from data and make predictions or decisions based on that learning. It’s excellent at finding patterns, making recommendations, and extracting insights from data. 

When government embraces RPA and ML, the benefits are immediate and compelling. One of the best examples is using machine learning for Freedom of Information Act (FOIA) requests. With today’s FOIA-focused software, incorporating ML and RPA technologies, agencies are automatically and reliably scanning for and redacting sensitive information, saving many hours and days of work. 

And with AI tools, the future of human resources is going to get better, too. 

AI: The Catalyst for Efficiency and Fairness

In 2022, a survey by the Society of Human Resources Management (SHRM) unveiled a noteworthy trend: very large organizations, those with 5000+ employees, were leading the charge in AI adoption.  

Among them, 79% employed AI in recruitment, marking it as the most common application of AI in HR. Their motivations? Efficiency (85%), identifying top candidates (44%), and reducing bias (30%).  

The message is clear: AI is a game-changer for HR, and government agencies facing similar challenges can reap the benefits. 

Interrupting Human Bias: The Imperative

Government agencies bear the crucial responsibility of championing equal opportunities and combatting systemic biases. The truth is most biases are unconscious and resistant to traditional training methods. 

Emerging ML models and tools have proven highly effective for interrupting workforce biases. Unlike human decision-makers, ML algorithms offer objective assessments based on specific criteria, significantly reducing the risk of perpetuating bias. What sets machine learning apart is its ability to be trained on diverse and representative data sets, ensuring it is exposed to a wide range of scenarios. This training minimizes bias based on race, gender, age, or other protected characteristics, making it a powerful tool for promoting fairness in workforce decisions. 

Moreover, ML systems continually learn and improve, adapting to evolving standards and best practices. This adaptability is vital for government agencies, as it ensures that AI remains in line with ethical guidelines and doesn’t inadvertently perpetuate bias over time. Additionally, ML emphasizes transparency and accountability, with rigorous bias testing, detailed reporting capabilities, and real-time monitoring to detect and address adverse impacts. 

Efficiency and Accuracy Amplified by AI

Government HR teams often grapple with an avalanche of tasks that traditionally require manual processing, like job applications, EEO complaints, worker’s compensation claims, employee evaluations, and creating reports.  

If they haven’t already, government HR teams face an urgent need to onboard a software suite, like OPEXUS Government Workforce Management software, to begin the modernization and automation of their work, to avoid falling further behind.  

As additional government-approved, secure AI technologies emerge, HR teams using a modern case-management platform like eCASE will be able to quickly integrate AI tools. 

Combining eCASE with AI’s adaptability will tee up a culture of continuous improvement over time, aligning with evolving agency needs and market dynamics.