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The Role of Artificial Intelligence in HR

Artificial intelligence (AI) is quickly transforming every area of an accounting firm, and human resources (HR) isn’t immune. HR leaders increasingly turn to AI to save time and support higher-quality outcomes.

While AI has immense potential, it’s important to remember that its role is to enhance—not replace— human interaction. So, what are some ways you can leverage AI in HR, and what considerations do you need to consider when adopting it?

This article offers a few ideas.

Screening resumes

AI-powered tools can screen resumes in the initial stages of recruitment. The technology can quickly sift through hundreds of applications or resumes to identify candidates who meet concrete requirements like possessing a CPA license, having a specified number of years of experience or holding a relevant degree. This automation frees HR professionals to focus on more nuanced aspects of candidate evaluation.

That human element is still an essential part of the hiring process. One limitation of AI is that it may struggle to assess soft skills, which are often critical for roles that require client interaction and teamwork. So, while AI can handle the initial filtering, human oversight helps ensure a comprehensive evaluation process.

Another limitation of AI is that it can inadvertently introduce bias if not properly managed. AI bias occurs when the technology makes unfair or inaccurate decisions or predictions based on flawed data or algorithms. For example, an AI screening system trained primarily on men’s resumes might lean toward male candidates.

When leveraging AI systems to make hiring decisions, it’s essential to consider the data used to train the AI, regularly check the rules that help AI make decisions, and watch how the technology works to ensure it’s fair.



Custom AI chatbots transform how HR departments interact with potential hires and current employees. In the hiring process, chatbots can answer frequently asked questions, guide candidates through applications and schedule interviews.

Internally, chatbots can assist employees by providing instant access to information from the employee handbook or intranet. For example, an employee might ask a chatbot about the company's benefits provider or the dress code policy, receiving a quick and accurate response.


These chatbots do not replace human HR professionals but rather enhance their efficiency. By automating routine inquiries, HR teams can focus on more strategic tasks, such as improving employee engagement and developing talent management strategies.


Data-driven decisions

One of the most transformative uses of AI in HR is providing insights through analytics. AI can process and analyze data on turnover rates, employee satisfaction and other key metrics to help HR professionals make more informed decisions.

For example, AI can summarize feedback from employee surveys, highlighting common themes and areas for improvement. This data-driven approach helps HR teams address issues proactively and tailor their strategies to better meet team members' needs.


Identifying skills gaps and enhancing learning and development

AI can also help identify skills gaps within an organization. By analyzing performance data and comparing it to the required competencies for various roles, AI can pinpoint areas where employees need additional training. This information allows HR teams to develop targeted learning and development (L&D) programs that enhance employee skills and keep the firm competitive.

AI can also improve productivity by assisting with routine tasks like drafting emails, scheduling meetings, and managing calendars. Integrating AI tools into calendar and email applications can streamline these processes, allowing HR professionals to focus on higher-level activities that add value to the organization.


Streamlining policy and document creation

Drafting employee handbook policies, job descriptions, and interview questions can be time-consuming. AI can assist by generating templates and standard documents, ensuring consistency and accuracy. For instance, AI can help draft an employee handbook that covers all essential policies.

The AI-generated draft must be customized to fit the firm’s people, processes, and technology and reviewed to ensure compliance with federal, state and local labor laws. However, if AI can deliver a draft that’s just 25% complete, it’s better than starting with a blank page.

Integrating AI into your HR processes can enhance your talent management strategies. By automating routine tasks, providing data-driven insights, and identifying skills gaps, AI can help you work more efficiently and effectively. However, it's crucial to remember that AI is about augmenting, not replacing, humans. Maintaining a balance between technology and human touch ensures your firm attracts, develops, and retains top talent in an increasingly competitive marketplace.


Could your firm's HR and talent leaders benefit from a peer network?

The Boomer Talent Circle is a community of talent leaders from forward-thinking firms who are committed to aligning human resources and firm strategy at the highest levels. Apply now to start shaping your firm for the future.


As the Operations Strategist for Boomer Consulting, Inc., Jacqueline plans, specializes in driving organizational growth and cultivating internal excellence in diverse areas, including human resources, performance management, training and development, compliance, recruiting and intellectual property protection. 

In addition, Jacqueline works closely with leadership to evaluate and implement business processes and create a company culture that ensures each team member feels valued and empowered to contribute their best. This effort includes supporting our Allyship for Diversity commitment at BCI, which seeks to strengthen diversity, equity and inclusion within Boomer Consulting and the accounting profession. Jacqueline also works on the strategy and development of our eLearning initiatives. 



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