Anthony Onesto (speaker) addresses common hesitation about using AI in HR and offers a practical, cautious path to adoption: run small safe pilot projects, provide bite-sized training for staff, and establish clear guidelines and legal governance. He cites a real-world example (deployment of ChatGPT Enterprise at SUSE, with CEO Matt Britton involved) to show data/confidentiality assurances and closes with a newsletter CTA.
Hey everyone, this is Anthony Honesto and this is my latest AI drop for today. Don't forget to subscribe to my newsletter, AI in HR Today. So there still seems to be a hesitation of using AI in HR departments. I get it. There's a lot of concern around unchecked recruiting systems or AI tools that are using your data or if you're unauditing an AI tool or you're unsure about it. The resistance to AI and HR just goes beyond these simple change aversion. All of the HR folks that I talk to are worried about the sensitive parts of the organization, their people, data. And so especially when you see Apple banning ChatGPT, you're definitely concerned. But what if we're looking at this wrong? I've been a chief People officer, I've been an advisor and I found the most effective approach to building these type of tools is not burning the box. It's my favorite term by the way. Not burning the box entirely but really learning to transform it right and going through simple ways to make sure that you are comfortable. So one, start with small safe projects, pilot projects, play around with the AI. Don't initially put all that confidential information into the system and see ways that you can actually use it without really worrying about too much information. Invest in bite sized training. So you're not going to bring people into three, four, five hours days of training. Really look at and there's so many different tools and so many different ways to get training. You could subscribe to my newsletter, send it out to your folks, a little bit of self promotion there of course, but really looking at bite sized training is going to be helpful and then last but not least, establish clear guidelines and governance. Make sure that you're working with your legal teams to understand what, what should be put into these systems and what should not be put into these systems. We deployed at SUSE ChatGPT Enterprise and so we knew from the agreement with them that our data wasn't going to the rest of the world, that it wasn't going to be trained on their model and that it was confidential. So we had the comfort at the very beginning and it was the foresight of our CEO Matt Britton to look at these things and deploy this across the organization. So I don't have fear about AI in hr, have caution around it, but make sure that you are looking at pilots investing in bite sized training and establishing clear guidelines and governance. Again, don't forget, subscribe to my newsletter AI and HR today. We'll see you next time.
