7 AI-based HR Career Opportunities in 2023

7 AI-based HR Career
Opportunities in 2023

There has been an influx of AI-based tools for the common masses recently. As
advanced AI-based chatbots such as ChatGPT, Bing AI, Bard and other
technologies continue to advance, there are several new job opportunities and
career paths for programmers and developers.
Additionally, the advancement of AI-based tools also results in the rise of
various moral and ethical doubts in various domains. For example, we are yet
to fully formulate the laws and policies regarding the usage of AI-based ATS,
which is responsible for screening numerous candidates during interviews.
Hence, with the advancement of AI and related technologies, we can assure
you that there will be a rise in demand for new-age jobs related to managing
the data used by these technologies. Let us check out some of these new
opportunities presented by the introduction of AI in the HR sphere.

• 1. AI Ethicist
As AI technology continues to transform various industries, the importance of AI ethics will become
more pronounced. One of the areas where the role of AI ethics is crucial is human resources (HR). An AI
ethicist in HR will be a professional responsible for designing, implementing, and monitoring ethical AI
systems within an organization’s HR department.
The AI ethicist in HR will play a vital role in ensuring that AI systems used in recruitment, performance
management, and employee engagement are fair and unbiased. They will be responsible for evaluating
the ethical implications of the AI algorithms used in HR processes and ensuring that they comply with
legal and ethical standards.
AI ethicists in HR will also work with other HR professionals to identify potential areas of bias in the AI
systems used in the HR department. They will analyse the database and identify patterns that could lead
to discrimination against certain groups of employees or job applicants, and help avoid such a scenario.
Moreover, AI ethicists in HR will be ensuring that employees and job applicants are aware of the AI
systems used in HR processes, their purpose, and the data used to train them. It helps build trust among
employees and job applicants and ensures that the AI systems are used fairly and transparently.

• 2. Chatbot Designer
Chatbot designers in HR will be responsible for creating and maintaining chatbots that interact with job
applicants, employees, and other HR stakeholders. These chatbots will provide personalized and
efficient communication with employees and job applicants.
The chatbots will perform various tasks, such as answering common HR questions, providing
information on job openings, and scheduling interviews, as they would be specifically designed to
undertake such HR tasks. The chatbot designers will also ensure that chatbots are user-friendly and
accessible, especially for job applicants who may have limited technical expertise.
Furthermore, chatbot designers in HR will continuously monitor and analyse the chatbot interactions to
identify areas for improvement. They will be able to work with other HR professionals to identify
potential problems that chatbots may not be able to solve, such as complex HR issues that require
human interaction.
The role of HR chatbot designers is crucial in developing and maintaining effective chatbots that can
enhance communication between HR departments, employees, and job applicants. As the use of
chatbot technology in HR continues to grow, chatbot designers in HR will become increasingly important
in improving HR processes and enhancing the overall employee experience.

• 3. Data Analyst
As companies increasingly use artificial intelligence (AI) technology in their HR processes, the need for AI
data analysts in HR is becoming more prevalent. AI data analysts in HR will be responsible for working
with large amounts of data generated by AI systems, providing insights that can improve HR processes,
such as recruitment, performance management, and employee engagement.
AI data analysts use advanced analytical tools to examine data and identify trends, patterns, and insights
that can help HR departments make data-driven decisions. They will be analysing employee data, such
as performance evaluations, engagement surveys, and retention rates, to identify areas for
improvement and develop strategies to address them.
Moreover, AI data analysts will work with other HR professionals to develop predictive models that can
forecast employee behaviour, such as employee turnover and engagement. These models can help HR
departments to identify potential issues before they become problematic and develop targeted
strategies to address them.

For further details visit our blog:
URL: https://www.pockethrms.com/blog/aibased-hr-career-opportunities/

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