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How exposed to AI is a Human Resources Specialist?

Of the 26 tasks O*NET lists for human resources specialists, 9 could be done in half the time with a chat window today. 5 cannot be sped up at all. Here is which.

Exposure means published research judged an AI could halve the time a task takes, at the same quality. It does not mean the task stops needing a person. How to read this

Also called
Corporate RecruiterEmployment RepresentativeHR Analyst (Human Resources Analyst)HR Coordinator (Human Resources Coordinator)HR Generalist (Human Resources Generalist)Human Resources Representative (HR Rep)Human Resources Specialist (HR Specialist)Personnel AnalystPersonnel OfficerRecruiter
Reachable today Needs software built first Cannot be sped up
26
tasks rated for this occupation
73%
hold a degree, from a survey of 41
741k
people do this job in the US
26 of 48
least protected in business and finance
What the split says

Nine of the twenty-six tasks here are reachable with a chat window today, and they have something in common: every one of them produces a document. Records, handbooks, reports, policy explanations, status updates to candidates. The five rated beyond reach have something in common too. Every one is a conversation with a person. The interview, the sourcing call, telling somebody what the job pays, the exit interview.

That split is the useful thing on this page, and you do not need the research to apply it. Look at your week and ask which half you were in.

The middle band is bigger than both at 46 per cent, and it is where the decisions sit: screening applications, checking selection criteria, running background checks. None of it is waiting on a breakthrough. It is waiting on somebody building the tool, and in most organisations nobody has been asked to.

Every task, and what AI can do with it

These are O*NET's task statements for this occupation, exactly as written, sorted into the three bands by the ratings behind this report. Nothing has been reworded.

Reachable with a chat window today

9
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations
  • Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software
  • Schedule or conduct new employee orientations
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms
  • Contact job applicants to inform them of the status of their applications
  • Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues
  • Analyze employment-related data and prepare required reports
  • Develop or implement recruiting strategies to meet current or anticipated staffing needs
  • Administer employee benefit plans

Only with software built on top

12
  • Hire employees and process hiring-related paperwork
  • Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA)
  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns
  • Review employment applications and job orders to match applicants with job requirements
  • Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate
  • Confer with management to develop or implement personnel policies or procedures
  • Advise management on organizing, preparing, or implementing recruiting or retention programs
  • Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees
  • Conduct reference or background checks on job applicants
  • Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes
  • Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed
  • Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel

Cannot be sped up

5
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities
  • Conduct exit interviews and ensure that necessary employment termination paperwork is completed
  • Interview job applicants to obtain information on work history, training, education, or job skills
  • Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals
  • Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs
What this does not say

This is not a prediction about your job

Nobody surveyed an employer. Tasks are counted equally, so a percentage here is a share of the list rather than a share of your week. And the ratings were made in 2023, which makes every figure a floor rather than a ceiling.

It must never be used to select anyone for redundancy. The full limits are here.

Where to go next

This is the standard task list for the title. The useful next question is which of the tasks you actually do should go near AI, and which should not.

Sort your own tasks Read the full report

Exposure ratings from Eloundou, Manning, Mishkin and Rock, GPTs are GPTs: Labor market impact potential of LLMs, Science 384, 1306–1308, 2024, used under the MIT licence. This page includes information from the O*NET Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. People Team AI has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications. Employment figures from the US Bureau of Labor Statistics.