The combination of artificial intelligence and human resources is no longer the juxtaposition of two apparently distinct dimensions, but a concrete transformation process that is redefining HR processes, from recruiting to onboarding, from training to welfare management. Artificial intelligence is radically changing the HR function, transforming processes, tools and — above all — the way we put people at the center.
We talked about it in the webinar "Artificial intelligence in the HR function" with two professionals who experience this transformation every day: Katja Gallinella, Head of Talent Acquisition Italy, Spain & Branches at Hitachi Rail, and Luca Di Benedetto, HR Director, Area Ricerca at Humanitas Research Hospital and Humanitas University.
Table of Contents
- It's not just a matter of technology
- From automation to relationship: how the HR role is changing
- Use cases: Hitachi Rail and Humanitas
- Facilitating the integration between AI and human resources
- The future of AI in human resources
- How to implement AI in the HR function
- Conclusions
- FAQ
It's not just a matter of technology {#not-just-technology}
Combining artificial intelligence and human resources is no longer an option: it is a priority. But it is not (just) a matter of tools: it is a cultural and managerial challenge. As a quote from Hofstadter shared by Katja Gallinella reminds us, it's the human part that makes the difference:
"Computers are by their very nature the most rigid, desireless, and obedient beings there are. However fast they may be, they are nevertheless the very essence of unconsciousness."
Artificial intelligence is powerful, but blind to human context. We therefore need conscious governance that can:
- guide change and support cultural transformation, without imposing tools from above;
- clarify where AI can be useful, and where it instead risks creating distance or impersonality;
- help people develop new skills and adopt an open mindset towards innovation, without generating fear of change.
This awareness is the starting point for any project integrating artificial intelligence and human resources that wants to have a real and lasting impact.
From automation to relationship: how the HR role is changing {#automation-relationship}
AI does not replace the HR function, it enhances it. It frees up time from repetitive tasks and allows HR professionals to focus on what really matters: listening, relationships, growth, well-being and user experience, as underlined by Luca Di Benedetto:
"User experience is central. We need HR process design built on the eyes of those who experience them, not just those who manage them."
This perspective overturns the traditional approach: HR processes should not be designed for those who administer them, but for those who go through them — candidates, new hires, employees. AI then becomes a tool to make the experience more fluid, personalized and respectful of people's time.
In this sense, AI also allows a paradigm shift in recruiting: it is no longer the company that chooses the candidate, but the candidate who chooses the company. In an increasingly competitive job market, artificial intelligence and human resources can collaborate to make this meeting more transparent, coherent and inclusive — enhancing the employer brand and attracting the most suitable profiles for the company culture.
The activities in which AI can free up the most value in the HR function include:
- CV screening: automatic analysis and classification of candidates, with reduction of unconscious bias if the system is correctly trained.
- Recruiting chatbots: immediate response to candidate questions, FAQ management, collection of availability for interviews.
- Automated onboarding: interactive guides, document collection, presentation of company culture — all managed conversationally.
- Personalized training: adaptive learning paths based on the profile and specific gaps of each employee.
- Welfare and well-being: monitoring of internal sentiment, first-level psychological support, management of administrative requests.
Use cases: Hitachi Rail and Humanitas {#use-cases}
During the webinar, the two speakers shared projects and use cases applied to artificial intelligence and human resources in their companies.
Hitachi Rail: the Talent Solution project {#hitachi-rail}
As explained by Katja Gallinella, Hitachi Rail — a leader in sustainable mobility and part of the global Hitachi ecosystem — integrates a strong vocation for digital and technological innovation into its DNA. In Italy, the HR team is already using advanced tools such as Microsoft Copilot to simplify daily activities.
The Talent Solution project marks a significant evolution in the approach to artificial intelligence and human resources. The project addresses two key challenges:
- Supporting professionals in the search for opportunities in line with their profile, thanks to an AI system integrated into an intelligent chatbot that suggests roles consistent with the received CV and asks questions oriented to company values.
- Offering young talents — students, recent graduates and early career — a channel for spontaneously sending CVs, analyzed for future selections and proactively matched to open positions.
The goal is twofold: to improve the candidate experience and make the work of the Talent Acquisition and HR Business Partner teams more efficient. A solution that not only optimizes the recruiting process, but reflects the innovative and pioneering soul of Hitachi Rail in talent management.
Humanitas: AI onboarding on WhatsApp {#humanitas}
Humanitas Research Hospital and Humanitas University have introduced, in collaboration with Athics, a conversational AI agent to support the HR onboarding process, integrated on WhatsApp.
This multilingual chatbot allows new hires to interact directly via the messaging app already present on their smartphone, obtaining practical information and experiencing a fluid and personalized user experience. At the same time, HR can collect in a structured way the data needed to:
- prepare employment contracts;
- organize the onboarding path;
- correctly profile the candidate, identifying training needs and preferences.
The result is extraordinary: an onboarding process that previously took about 15 days has been reduced to a few hours. Not just a time saving, but an entry experience into the company completely redesigned around the new hire's needs.
Check the Humanitas use case →
Facilitating the integration between AI and human resources {#facilitating-integration}
While it is true that AI brings efficiency and innovation, it is equally true that it can generate curiosity, but also uncertainty among employees. This is why it is essential to accompany the introduction of these technologies with targeted training, awareness and support.
The greatest risk is introducing powerful tools into contexts not ready to welcome them: AI perceived as a threat generates resistance, which can undermine even the best-designed technology project. Conversely, when employees understand how AI can free them from repetitive tasks and allow them to focus on more meaningful work, adoption becomes spontaneous and rapid.
In this sense, the role of HR is key: not only as a facilitator of AI adoption, but also as a guarantor of understanding the risks, limits and potential of these tools. HR functions that succeed in this task become an enabling factor for the entire organization.
The future of AI in human resources {#future}
Looking to the future, the combination of artificial intelligence and human resources is set to become increasingly strategic. According to the webinar speakers, the most promising lines of development include:
- Predictive analytics: anticipating people's needs and behaviors before they manifest, proactively intervening to prevent burnout, resignations or performance difficulties.
- Personalization of the employee experience: from personalized career paths to adaptive training, to tailor-made welfare — each employee receives proposals consistent with their profile and life moment.
- Intelligent recruiting: faster, more inclusive and targeted selections, with bias reduction and more accurate matching between candidate and company culture.
- Advanced automation: even the most complex HR processes — such as succession planning or performance review management — can benefit from intelligent automation.
- Real-time well-being monitoring: sentiment analysis tools and automated pulse surveys to understand the organizational climate before problems become critical.
Framing all of this are two essential pillars: ethics and security, which must guide every choice of technological governance. The use of employee data, the transparency of algorithms, non-discrimination in selection processes — these are all dimensions that require attention and responsibility.
How to implement AI in the HR function {#how-to-implement}
For organizations that want to integrate artificial intelligence and human resources effectively, here is a pragmatic five-step approach:
- Map high-impact HR processes: identify where the HR team's time is absorbed by repetitive activities with low added value — CV screening, answering candidate FAQs, collecting documents for onboarding.
- Choose a pilot use case: start with a circumscribed and measurable project, such as an onboarding chatbot or an automated screening system, to gain experience and demonstrate value.
- Involve people from the start: communicate the project's objectives, collect feedback, train teams on the use of the tools. Adoption depends on trust, not technology.
- Measure results: define clear KPIs (onboarding time, candidate satisfaction, cost per hire) and monitor them systematically to demonstrate ROI.
- Scale gradually: once the pilot is validated, extend the solution to other processes and business areas, incorporating the learnings from the first cycle.
Conclusions {#conclusions}
The human element remains central in any project integrating artificial intelligence and human resources. As Katja Gallinella concludes:
"Artificial intelligence is not just a technology. It is a lever to redesign the way we work, select, train and build relationships in the company. And the real value is not in the algorithm, but in the people who govern it."
Companies that can integrate AI into the HR function with intelligence, ethics and attention to the human experience will gain a real competitive advantage: not only in operational efficiency, but in the ability to attract, develop and retain talent in an increasingly complex job market.
To find out how Crafter.ai's HR solutions can support the transformation of your HR function, contact us at [email protected].
FAQ {#faq}
How can artificial intelligence support the recruiting process?
AI supports recruiting in several ways: automatic CV screening, chatbots that answer candidate questions 24/7, matching between profiles and open positions, automatic interview scheduling and predictive analysis to identify candidates with the highest probability of success in the role.
Can AI replace HR professionals?
No. AI automates repetitive and bureaucratic activities, freeing HR professionals to focus on relational and strategic dimensions — listening, development, organizational culture, welfare. Technology enhances the function, it doesn't replace it.
How is fairness guaranteed in selection processes with AI?
Fairness requires that AI systems be trained on representative data free of historical biases. It is fundamental to constantly monitor the results of selection algorithms, ensure transparency of the criteria used and provide for human control in the decisive phases of the process.
What is the main benefit of AI in onboarding?
The main benefit is the drastic reduction of times and the personalization of the experience. As the Humanitas case demonstrates, an onboarding process that took 15 days can be reduced to a few hours, while at the same time improving the new hire's satisfaction and the quality of information collected by HR.
How is the ROI of an AI project in human resources measured?
The most relevant KPIs include: reduction in time-to-hire, decrease in cost per hire, improvement in candidate Net Promoter Score, reduction in onboarding time, increase in retention in the first 12 months and reduction in the volume of requests handled manually by the HR team.
What are the risks of AI in human resources?
The main risks include: algorithmic bias in selection processes, violations of employee data privacy, reduction of empathy in communication, cultural resistance to adoption and excessive dependence on tools not fully understood. Careful governance and an incremental approach significantly mitigate these risks.
