How are you preparing your HR team for AI? Have you adopted it already or planning to? If so what areas (e.g., recruitment)?

We have an HR AI Steering Committee that helps drive awareness, upskilling, and new tools for our organization.

Whilst there are undoubted opportunities and potential advantages for HR functions that use AI list we have to stay realistic. There is significant comment that we may be in an AI bubble, which might burst at some point.

That burst will probably create the most problems for organisations that have gone down the AI path without a clearly defined strategy, including a plan for assisting people to adapt to new ways of working.

The best way forward seems to be a cautiously.

My view changed after reading Jamie Dobson's book, Visionaries, Rebels and Machines: The story of humanity’s extraordinary journey from electrification to cloudification

Piloting AI tools in recruitment, candidate experience and HR analytics to boost efficiency and data-driven decision-making

We’re taking a structured and practical approach to preparing our HR team for AI as part of our wider People Transformation strategy. Our focus is on building capability, embedding AI into how we work, and ensuring it becomes a core part of how we deliver value to the business — not a side project.
1. Building Capability
We’ve developed an AI Capability Framework for the People Function with three progressive levels — Foundational, Productivity, and Advanced. This framework helps colleagues assess their current skills and identify learning pathways to build confidence in using AI.
We’re prioritising AI literacy for all and hands-on practice through everyday tools such as Microsoft Copilot, Viva, and Teams. More advanced skills include designing and using Co-Pilot Studio to build simple agents that automate work and enhance productivity.
2. Embedding AI in our Work
We’re already piloting AI in several areas, using it to improve efficiency, insight, and colleague experience. Current examples include:
• Recruitment: using AI to support candidate screening, generate job descriptions, and analyse talent market data.
• Learning: leveraging AI for content curation and summarisation.
• Workforce Planning: applying AI to scenario modelling, research, and data storytelling.
• Colleague Services: using AI assistants to summarise queries and draft communications.
These pilots are helping colleagues build confidence and identify where AI adds the most value.
3. Future Integration
As we prepare for the implementation of our new Tier-1 HCM system, we’re designing processes and workflows that embed automation and AI from the outset. This will allow us to deliver a more personalised colleague experience, improve data-driven decision-making, and increase the scalability of the People Function.
So, while we’re still early in our AI journey, we’ve moved beyond exploration — we’re embedding AI into the fabric of how we work, learn, and deliver as a People team.

This is such new territory for everyone, and AI changes faster than most can keep up. I have found that level setting a basic knowledge of what AI is by providing high level training for all staff can be a very helpful place to start. This training can often be created in house if there is an internal L&D team that has the bandwidth to do so. For those who need, or want, a more advanced education there are many off the shelf programs that can be used. Linkedin Learning has some options for more advanced learning, as well as other learning platforms. TA is a great place to start using AI. It can enhance recruiters efficiency in reviewing applications and responding to applicants/candidates.