Category: AI in HR

HR leaders today are navigating an AI-powered shift—but not all AI is created equal. As the technology matures, two distinct categories are emerging in the HR tech landscape: generative AI, which responds to prompts and creates content, and agentic AI, which proactively takes action based on goals, data, and context.

While both can be valuable, they serve fundamentally different purposes. Generative AI is reactive. It helps HR teams accelerate content-heavy tasks like drafting job descriptions or summarizing policies. According to McKinsey, over 70% of companies have already adopted generative AI in at least one business function, and HR is no exception.

On the other hand, agentic AI represents a strategic leap forward. Rather than waiting for input, it continuously monitors workforce signals—like declining engagement or performance dips—and recommends timely, context-aware actions. It’s not just a helper; it acts as a partner in decision-making, helping HR leaders spot problems early and course-correct faster.

This article unpacks the key differences between generative and agentic AI in HR, explores where each excels, and highlights real-world use cases where forward-thinking organizations are leveraging both to build smarter, more responsive people strategies.

What Is Generative AI in HR?

Generative AI refers to software that can produce content by spotting patterns in the data it’s been trained on. In an HR setting, it works a bit like a helpful assistant—it generates text based on the instructions you give it. You might use it to draft a job description, write interview questions, or summarize a company policy.

Think of It As: A Prompt-Driven Assistant

Unlike more advanced systems, it doesn’t take initiative. It waits for you to lead. Tools such as ChatGPT, for example, are great at understanding prompts and returning structured, readable content.

The real advantage of generative AI comes through when you’re buried in repetitive work, things like writing the same types of documents or summarizing long texts. According to Bain & Company, some HR teams have managed to cut their admin workload by 15–20% just by using these tools.

Where It Actually Helps

• Kicks off job descriptions or internal notes so you’re not starting from a blank page
• Offers rough templates for reviews based on what the role involves
• Suggests relevant interview questions once you share the role details
• Breaks down long materials into short, readable chunks
• Helps put together simple training programs without taking up too much time

What It Can’t Do Alone

Generative AI might be helpful, but it doesn’t understand your values or your workplace rhythm.

• It lacks awareness of your company culture or how your team functions
• It depends on clear, specific instructions to produce meaningful output
• Anything it creates will still require careful review and refinement before use

For instance, during onboarding, the AI might help generate a checklist or draft a welcome message. What it gives you won’t match how your team talks.

Understanding Agentic AI in HR

Agentic AI is an emerging form of artificial intelligence that goes beyond reacting to prompts. It is designed to understand your goals, take independent action, and learn from the results it produces. In HR, this shift means moving from basic automation to tools that adjust to what the workforce needs as things change.

Think of It As: A Decision-Support Partner That Adapts Over Time

Agentic AI analyzes patterns across systems such as performance reviews and learning tools. It actively monitors what’s happening across your systems and calls out what matters.

Salesforce reports that by 2027, adoption is expected to jump by 327%. As a result, many organizations plan to shift nearly 25% of current roles toward more strategic, people-focused work.

What Sets It Apart

Agentic AI has a few defining traits:

• It keeps business objectives front and center and works toward them without needing prompts.
• It spots signals and takes action without being told.
• It pulls context from different systems like HR management tools, L&D platforms, and performance dashboards to give a complete picture of what’s going on.

How Agentic AI Shows Up in Real Workflows

Agentic AI fits into regular HR routines without drawing much attention to itself. For example, if it picks up that someone’s not as engaged lately, it can prompt their manager to check in.

It can also support development planning by pulling together someone’s past performance and future goals to suggest a learning path that actually makes sense for them.

What Engagedly’s Agentic AI Brings to the Table

A clear example of this is Engagedly’s agentic AI system. It filters through complex data and surfaces only the actions that matter. It refines its suggestions by learning from what worked in the past and adjusts its responses accordingly.

It operates in the background, making managers feel more supported and confident as they make people decisions. It gives them more accountability in the decisions they make every day.

Agentic AI vs Generative AI in HR: A Side-by-Side Comparison

For HR leaders looking to bring AI into their workflows, it’s important to understand how different types of AI function. Here’s a clear comparison between agentic AI vs generative AI in HR to help you see how they stack up:

Feature	Generative AI	Agentic AI
Input Dependency	Works only when given specific prompts.	Understands goals and works toward them without needing detailed instructions.
Initiative	Waits for input and responds accordingly.	Takes the lead by recognizing issues and acting on them.
Learning	Built from past data, but doesn’t update once deployed.	Learns continuously by reviewing results and adjusting its actions.
HR Use	Useful for generating content like templates, letters, and summaries.	Helps drive decisions by connecting insights and recommending next steps.
Example	Writes a draft for a performance review when asked.	Spots a pattern of low performance and suggests coaching or training before the problem grows.

Real-World Use Cases Across the HR Lifecycle

The real-world contrast between agentic AI vs generative AI in HR becomes much easier to understand when you look at how organizations are actually putting both to use.

Generative AI in HR

When it comes to drafting materials or handling repetitive HR tasks, generative AI has become a helpful tool. It works best when you need a quick turnaround on written content.

1. ADP’s AI Digital Assistant

ADP rolled out a virtual HR assistant to handle everyday questions—things like how time-off policies work or where to find benefit details. ADP’s AI assistant handles those everyday questions so people can get quick info and move on.

2. UBS’s Analyst Avatars

UBS brought in AI avatars that mimic how their analysts communicate. These tools break down heavy training material into short, practical points. It’s not perfect, but it makes learning feel less overwhelming—and easier to remember.

Agentic AI in HR

This kind of AI watches what’s happening—things like team mood, performance dips, or sudden shifts—and figures out when to flag something. It also pulls information from your existing tools and recommends the next move.

1. Engagedly’s Marissa AI

Engagedly’s Marissa AI assists HR teams by monitoring employee engagement and performance data. When it identifies patterns that may indicate issues, such as decreased productivity or reduced participation, it suggests appropriate interventions like coaching sessions, skill development programs, or timely check-ins with managers.

2. Moderna’s Cross-Functional AI Use

Moderna has combined its HR and IT departments to create a unified approach to managing employee data and technology. By linking these tools together, HR can look at feedback, employee performance, and other important details all in one place.

That makes it easier for them to spot what’s working or where someone might need help, so they can step in sooner and offer the right kind of support.

3. Decidr and CareerOne in Recruitment

Decidr‘s collaboration with CareerOne has introduced agentic AI to enhance job matching processes. By analyzing user profiles, preferences, and behaviors, the system offers more accurate job recommendations, leading to improved placement accuracy, particularly in the early stages of hiring.

When to Use Generative AI vs. Agentic AI

Not all AI is made to solve the same kind of problem. It depends on what your team is working toward. Both generative and agentic systems can help—but in very different ways.

If the task involves writing something standard, like a policy or a job listing, generative AI can handle it well. It’s also useful when you want to send out a lot of communication fast—like internal updates or onboarding emails—without customizing every message by hand.

Agentic AI steps in when the situation is more layered. Let’s say you’re trying to spot a drop in engagement before it leads to turnover. Or, in some cases, you may need to build development plans that reflect actual day-to-day changes across different departments.

Agentic AI is particularly effective here—it can recognize those shifts early and quietly pull together insights that help you decide what to do next, without having to ask.

Wrapping It Up: Moving Beyond Routine Automation

AI has already taken a lot of pressure off HR teams. Writing gets done faster. Processes feel less heavy. And communication—especially the repetitive kind—can now be handled with fewer bottlenecks. That’s largely thanks to generative systems.

That’s what sets tools like Engagedly’s Marissa AI apart. Instead of running reports on request, it pulls together context from performance, feedback, and development activity, then suggests what to pay attention to.

It’s the kind of behind-the-scenes support that helps managers take action early, not after the fact.

FAQs

1. What distinguishes generative AI from agentic AI in HR?

Generative AI works off prompts—it’s useful for creating things like job ads or internal policy drafts. Agentic AI isn’t prompt-based. It operates in the background, recognizing patterns in engagement, feedback, or performance data and offering suggestions that align with what your team is trying to achieve.

2. Can generative and agentic AI be integrated into a single HR strategy?

Yes, and that combination actually works well. Generative AI takes care of document-heavy tasks, freeing up time. Meanwhile, agentic AI handles the heavier thinking, like identifying early signs of disengagement or surfacing recommendations based on how teams are performing across tools and systems.

3. What are some practical applications of agentic AI in HR?

You’ll find examples in places like Engagedly’s Marissa AI, which helps spot performance dips and recommends growth paths. Moderna has connected HR tools across departments to track productivity and feedback in one place.

The use of artificial intelligence in HR is no longer a futuristic concept—it’s a fast-growing reality. Valued at USD 3.25 billion in 2023, the global AI in HR market is projected to grow at a staggering 24.8% CAGR between 2024 and 2030. This explosive growth reflects how rapidly organizations are turning to AI to transform their HR operations.

But what exactly are AI agents in HR? Think of them as intelligent digital coworkers—smart, goal-oriented assistants that handle everything from onboarding and performance management to employee engagement and compliance. These tools don’t just automate tasks—they elevate the HR function with speed, consistency, and precision.

So, how are AI agents really making an impact in the workplace? In this blog, we’ll explore real-world tools and use cases that show how AI is actively enhancing efficiency, improving the employee experience, and supporting strategic HR decision-making.

What Are AI Agents in HR?

AI agents in HR are intelligent digital tools powered by artificial intelligence, designed to streamline, automate, and optimize a wide range of everyday HR functions. Think of them as virtual HR team members that work around the clock to enhance both efficiency and employee experience.

These AI agents are capable of handling tasks across several key areas, including:

• Payroll Management
• Performance Management
• Compliance and Policy Adherence
• Employee Experience & Engagement
• Talent Acquisition & Recruitment
• Learning and Development (L&D)

Unlike traditional HR tools, AI agents use natural language processing (NLP) and machine learning (ML) to understand user inputs, draw insights from large datasets, and perform tasks with minimal human intervention.

Take Marissa AI by Engagedly, for example. It analyzes real-time data from 360-degree feedback surveys to deliver personalized insights and development nudges to both employees and HR teams—helping them make smarter, data-driven decisions quickly.

In essence, AI agents don’t just support HR—they elevate it by combining speed, personalization, and intelligence.

Benefits of Employing AI Agents in HR

Employees using traditional self-service technologies have to go through preset menus or FAQs because they only provide static responses. AI agents are transforming the way HR teams operate by introducing an agile, goal-oriented strategy.

Here, we have listed some of the top real-life benefits of AI agents in HR.

1. Enhanced Talent Acquisition

From reviewing resumes to drafting offer packages, AI agents can expedite nearly every step of the talent acquisition process. AI agents can help with candidate evaluation, set up interviews, sift through enormous application pools, and interact with prospects.

A prime example is Paradox, an AI-powered hiring assistant utilized by businesses such as Unilever and McDonald’s.

Paradox’s conversational AI “Olivia” interacts with candidates, responds to their inquiries, and pre-screens resumes in real-time, relieving recruiters of the task of manually going through dozens of applications.

It has reduced time-to-hire by 75% at Uniliver. Thereby, boosting efficiency and saving time.

2. Personalized Employee Experience

According to a KPMG poll, 85% of participants said that the organization’s most essential HR skill is employee experience and engagement.

AI agents can personalize employee engagement and development initiatives. For instance, Marissa AI can provide customized nudges, like recommending training courses, chances for professional advancement, or health advice, that speak to each employee’s particular requirements.

Similarly, Walmart employs AI to help staff members select the best healthcare providers for their needs.

3. Data-Driven Decision Making

As per a Deloitte poll, 70% of businesses said they used data analytics to help with HR decision-making.

AI’s capacity to reveal predictive insights gives HR directors the ability to take proactive, calculated actions. AI agents can examine past data to find trends that can point to attrition concerns or talent shortages in teams.

By identifying these early indicators, HR can reduce the expensive effects of turnover by putting in place focused retention plans or upskilling initiatives.

Additionally, AI agents can help with workforce planning by evaluating future talent requirements based on corporate growth projections.

4. Better Compliance & Bias Reduction

AI reduces unconscious biases in hiring by using structured data to improve fairness and compliance.

For instance, HireVue promotes diversity and inclusion by using structured interview algorithms that concentrate on candidate skills rather than personal opinions. It also results in a 50% decrease in cost per interview.

Johnson & Johnson used Textio, an AI-powered writing tool, to find unintentional bias in their job postings. When they noticed that many of their job posts had a masculine slant, they made some AI-driven changes that resulted in a 9% increase in the number of female candidates.

Additionally, AI-generated decision pathways produce visible audit trails, ensuring that HR procedures comply with legal requirements such as GDPR and EEOC. In addition to lowering legal concerns, this transparency increases employee and candidate trust.

5. Simplified Onboarding & Training

According to Forbes, an effective onboarding procedure can boost retention by up to 82%.

AI-driven onboarding tools like Talla automate common questions about policies and system access to streamline the recruitment experience.

These chatbots lessen reliance on HR staff and speed up the onboarding procedure by offering 24/7, instant responses.

6. Improved Employee Retention

According to a Gallup poll, 85% of workers are not engaged at work. Given that 63% of employees would think about quitting their jobs within two years if they weren’t succeeding professionally.

Glint’s AI pulse surveys and other AI technologies track employee engagement levels in real time. AI detects early indicators of disengagement in teams by examining behavioral data and survey responses.

HR and managers can then take targeted actions to address issues proactively, including:

• Recognition programs
• Workload diversification
• Career conversations

5 Real-World AI Agent Examples in HR

While there are numerous justifications for utilizing HR AI technologies, the most effective ones simplify hiring managers’ and HR assistants’ departmental procedures.

Let’s look at some of the real-world AI agent examples transforming the HR domain!

1. Engagedly’s Marissa™ AI – The Ultimate HR Super-Agent

Marissa™ AI is a smart, AI-powered HR assistant that automates routine tasks and addresses key HR challenges across:

• Employee engagement – gathering and summarizing pulse surveys, sentiment, and feedback
• Performance management – providing real‑time feedback, 360° review synthesis, and unbiased insights
• Feedback delivery – generating objective feedback aligned with the SBI framework
• Talent acquisition & description creation – crafting tailored job, survey, training-course and IDP descriptions

🔍 Key Use Cases

1. Personalized Feedback (SBI-ready)
   Marissa crafts objective, balanced feedback using the Situation‑Behavior‑Impact model—ensuring clarity and fairness.
2. Instant Recognition Templates
   Input a few details and get personalized praise instantly to lift team morale.
3. Automated 360° Summaries & Nudges
   Marissa consolidates 360-degree feedback into actionable summaries and reminds managers proactively.
4. Smart Development Plans (IDPs + Milestones)
   Generate customized Individual Development Plans with clear milestones; paired with learning recs to match career aspirations.
5. Compelling Course & Job Descriptions
   Produce engaging summaries for training, surveys, jobs, and IDPs in seconds to streamline rollout and boost adoption.
6. Unified AI-Powered Agentic Framework
   Since March 11, 2025, Marissa acts as a “Super Agent” within Engagedly’s Agentic AI framework—delegating requests (e.g., career advice, goal-setting, talent analytics) to specialist AI agents behind the scenes

2. IBM Watson in HR

IBM incorporates AI into its HR operations to give its employees better competence. For example, Watson, an AI virtual assistant, provides individualized responses and speeds up response times to IBM employees’ inquiries regarding everything from technical support to business policy.

Use Cases

• Talent Acquisition: IBM Watsonx HR agents can draft offer bundles, find the best candidates, set up interviews, and issue job requisitions. Talent acquisition teams can make better hiring decisions when they have access to AI.
• Employee Onboarding: Watsonx HR Agents can increase employee engagement. In addition to offering personalized advice, including pre-employment screenings, learning recommendations, onboarding profile creation, and IT request generation, these agents respond in real time to FAQs by employees.
• Employee Satisfaction: Automate HR processes and streamline information availability. Watsonx HR Agents with generative AI can manage payroll, time off, in addition to administering benefits, including healthcare, retirement plans, and possibilities for professional advancement.

3. Talla AI Chatbot

Talla AI-powered chatbot uses machine learning to specialize in HR knowledge management. The platform is very flexible to current processes due to its smooth integration with Confluence, Slack, Microsoft Teams, and SharePoint.

Use Cases

• HR Helpdesk Automation: Talla AI Chatbot streamlines HR support by addressing employee questions about leave policies or payroll issues.
• Benefits Queries: Talla provides accurate, up-to-date information on health insurance, retirement plans, or other benefits
• Onboarding Assistance: Talla guides new hires through onboarding processes. It answers common questions about company policies and training schedules.
• Compliance Information: The chatbot delivers essential compliance updates and guidelines to help employees adhere to company and regulatory standards.

4. HireVue AI Interviews

With HireVue AI interviews, candidates record video answers to pre-formulated questions. AI then evaluates the candidates’ skills and attributes. To provide a score and offer feedback, the AI analyzes both spoken and nonspoken indicators, such as

• Body language
• Facial expressions
• Speech patterns

Investment banks like J.P. Morgan, Goldman Sachs, and multinational companies like Unilever, Vodafone, and  Delta Air Lines have used HireVue in their recruitment processes.

ICON, a multinational healthcare company, increased candidate satisfaction by 17% by employing HireVue’s AI interviews. Additionally, HireVue’s AI interviews ensured a more gender-diverse workforce for Unilever.

Use Cases

• Video Interviewing: Makes it possible for HR teams to perform live and on-demand video interviews. This increases the flexibility and accessibility of the hiring process.
• AI-Driven Evaluations: Make use of sophisticated algorithms to gauge applicants’ talents and capabilities beyond their resumes.
• Integration Competencies: Streamlines hiring procedures by integrating easily with Applicant Tracking Systems (ATS) and other HR technologies.

5. Glint’s AI-Powered Surveys

Microsoft Viva Glint, formerly known as Glint’s AI-powered surveys, is a tool for measuring workplace culture and engagement.

It uses artificial intelligence (AI) to evaluate survey data and give businesses useful information about employee satisfaction and performance patterns.

source

Use Cases

• Teams Integration: Improve notifications and nudge capabilities by facilitating simple communications in the day-to-day flow of work
• 360 Feedback: Provide employees with a more thorough understanding of their talents and areas for improvement from a variety of perspectives, resulting in improvements to both personal and business performance.
• Survey Tool: Businesses can utilize Viva Glint’s customisable questionnaires to get detailed input on diversity and inclusion, staff involvement, onboarding, and exit procedures.

Transformative Power of AI Agents in HR

Answering FAQs by employees, including “How do I check my PTO balance?” “What is the procedure for leave approval?” or “What wellness plans are offered to employees?” is an instance where HR teams invest a significant amount of effort. 

AI agents can swiftly address these queries and contribute to effective workplace communication. May it be strategic decision-making or enhancing employee experience, AI agents are culminating in a smart, data-centric approach in HR.

Learn how companies can take control of their employee management journeys using Engagedly’s agentic approach. The intelligent elements of Engagedly, such as the MarissaTM AI assistant, are powered by this architecture. It makes HR operations faster, smarter, and accurate!

Don’t just take our word for it—explore the full suite of Engagedly’s talent management products!

FAQs

How are AI agents used in the recruitment process?

AI agents expedite the hiring process by automating resume screening, candidate outreach, and interview scheduling. Additionally, they use data analysis to find the top talent more quickly.

Can AI agents help with employee onboarding?

Yes, AI agents like Talla automate onboarding, answer FAQs, and deliver policy documents, creating a smooth and consistent new hire experience.

What are some real-world companies using AI in HR?

Firms like Walmart, IBM, Unilever, and LinkedIn use AI in various HR operations.

What benefits do AI agents bring to HR teams?

AI agents offer several key benefits:

• Reduced time-to-hire
• Personalized employee development
• Real-time engagement monitoring
• Bias-free hiring decisions
• Streamlined onboarding
• Improved compliance and audit readiness
• Enhanced productivity by reducing manual HR tasks

What’s the future of AI in HR?

The AI in HR market is growing rapidly (projected 24.8% CAGR from 2024 to 2030). As AI agents become more sophisticated, they’ll increasingly shape HR into a data-driven, employee-first function—enhancing everything from recruitment to retention.

How do AI agents differ from traditional HR chatbots?

AI agents use advanced machine learning and natural language understanding to respond dynamically, whereas traditional chatbots often rely on static rules and scripted responses.

Do AI agents need training before deployment?

Yes, AI agents typically need to be trained on company-specific data, HR policies, and workflows to ensure relevance and accuracy.

Can AI agents be integrated with existing HR tools like SAP or Workday?

Many AI HR solutions offer APIs or pre-built integrations for popular HRIS, ATS, and LMS platforms, allowing for seamless workflows.

If you thought that HR is just about people management, think again!

Modern HR is also about predicting, personalizing, and performing. Employee engagement is imperative to beat global competition, especially considering the complexities associated with hiring hybrid or remote-only candidates. This is where HR AI tools have their significance.

38% of HR manager use AI in their practices and workflows. 67% of HR leaders use AI for employee engagement. Businesses using people data analytics have reported a 32% enhancement in talent retention. Conventional methods just can’t keep pace.

AI is changing the future of HR, from reducing hiring time to identifying which candidates suit the next role. It’s not just about replacing human judgment, but also about combining it with intelligent support systems.

This blog breaks down the top 6 AI-powered HR tools to help you hire better, retain longer, and lead smarter in 2025.

How AI is Transforming HR Functions

Let us learn how AI is changing key aspects of human resource management:

1. AI in Hiring

The Challenge: Sorting through piles of resumes and cover letters is tedious, time-consuming, and often riddled with bias. Traditional methods can miss top talent or fail to assess true potential.

How AI Steps In:

• Smart Candidate Evaluation: AI tools leverage neuroscience-based algorithms and cognitive modeling to assess candidates’ emotional intelligence and problem-solving skills, looking beyond resumes to uncover true fit.
• Lightning-Fast Resume Screening: AI scans CVs in minutes, pinpointing top talent with precision and slashing the time spent on manual reviews.
• Video Interview Insights: Advanced platforms analyze tone, facial expressions, and speech patterns in video interviews, spotlighting high-potential candidates who might otherwise be overlooked.
• Bias Reduction: By relying on data-driven insights, AI minimizes human biases, fostering a fairer, more inclusive hiring process.

Real-World Impact: AI makes hiring faster, smarter, and fairer. It uncovers hidden gems, reduces errors, and ensures the right people are matched to the right roles, setting the stage for a stronger workforce.

2. AI in Performance Management

The Challenge: Annual performance reviews are becoming obsolete. They’re error-prone, demotivating, and often fail to provide timely, actionable feedback.

How AI Steps In:

• Real-Time Feedback: Platforms like Engagedly’s Marissa AI deliver instant, ongoing feedback, replacing rigid annual reviews with dynamic, meaningful conversations.
• Personalized Goal Tracking: AI tailors performance goals to each employee, aligning individual efforts with company objectives while keeping motivation high.
• Predictive Analytics: AI spots underperformance trends early, alerting managers to intervene before small issues snowball, enabling proactive support.
• Continuous Coaching: Acting like a virtual coach, AI sends nudges to keep employees accountable and engaged in their personal growth.

Real-World Impact: Performance management evolves into a continuous, supportive process. Employees feel valued, managers stay ahead of challenges, and companies build a culture of growth over judgment.

3. AI in Employee Engagement

The Challenge: Disengaged employees drain productivity and morale, costing the global economy an estimated $8.8 trillion annually, according to Gallup. Keeping people connected and motivated is a constant struggle.

How AI Steps In:

• Sentiment Analysis: Tools like Lattice and Workday’s Peakon analyze emails, surveys, and casual interactions to gauge employee morale and detect disengagement in real time.
• Actionable Insights: AI translates emotional data into clear, practical recommendations, empowering HR to address concerns and boost workplace satisfaction.
• Fostering Connection: By creating a continuous feedback loop, AI strengthens employee-manager relationships, building trust and collaboration.
• Retention Boost: AI-driven insights identify what drives employees, helping reduce turnover by fostering a supportive, connected workplace culture.

Real-World Impact: AI acts like an emotional pulse-check, helping HR teams understand what employees need to thrive. The result is a workplace where people feel heard, valued, and inspired to stay.

The Big Picture

AI isn’t here to replace the human in human resources—it’s here to amplify it. By automating repetitive tasks, uncovering deep insights, and fostering real-time connection, AI frees HR professionals to focus on what truly matters: building a workplace where people can thrive.

Why Forward-Thinking Companies Are Investing in HR AI Tools in 2025

As the workplace evolves, HR departments are expected to do more with less—faster hiring, higher engagement, and better talent decisions. In 2025, AI tools are not just a competitive advantage; they’re a necessity. Here’s why:

1. Streamlined Operations and Cost Efficiency

AI can automate up to 40% of repetitive HR tasks, such as resume screening, scheduling interviews, answering FAQs, and onboarding support. This drives significant time and cost savings.

• Companies using AI-powered hiring tools report up to $2,400 saved per hire
• 81% of HR leaders say AI has reduced their time-to-hire by automating initial screening and candidate matching

The result? Faster processes, reduced overhead, and more time for strategic HR initiatives.

2. Enhanced Employee Experience

AI enables a more personalized and responsive employee journey—from onboarding to performance feedback. Platforms like Engagedly offer intelligent, end-to-end lifecycle management that fosters continuous engagement and growth.

This leads to stronger employee satisfaction, better retention, and a more connected workplace culture.

3. Built-In Scalability for Growing Teams

AI HR platforms are designed to scale effortlessly as your workforce grows. Whether expanding across departments, regions, or business units, tools like Zoho People and Engagedly adapt to new complexities without disrupting operations.

Scalable infrastructure ensures consistency, compliance, and continuity at every stage of growth.

4. Data-Driven, Predictive Decision Making

Tools like Visier empower HR leaders with predictive analytics that anticipate:

• Employee attrition risks
• Future hiring needs
• Emerging skills gaps

Instead of reacting to workforce challenges, companies can make proactive, strategic decisions that align with business goals.

Top 6 HR AI Tools in 2025 

Here are the 6 best AI tools for HR that are at the forefront of making hiring smarter, performance management more proactive, and employee engagement more personalized:

1. Engagedly

Engagedly is an AI-powered, cloud-based talent management platform for HR teams, managers, and executives. It drives performance, engagement, and development by aligning goals across individuals, teams, and the organization.

Key Features:

• All-in-One HR Suite: Performance reviews, 360° feedback, OKRs, L&D, engagement surveys, succession planning, and compensation—all in one interface.
• Marissa™ AI: Offers feedback prompts, summarizes surveys, and generates OKRs, IDPs, and job descriptions using best practices.
• Agentic AI: A modular AI system with agents for goals, learning, talent reviews, planning, and HR helpdesk—automating strategic HR tasks.
• AI-Powered LXP: Delivers personalized learning paths, gamification, compliance tracking, and analytics for scalable upskilling.
• Workflow Integrations: Seamless connections with MS Teams, Slack, Outlook, ADP, BambooHR, and more.

2. Eightfold AI

Eightfold AI is a deep-learning-powered talent intelligence platform built for enterprise HR teams to optimize hiring, retention, internal mobility, and workforce planning. It enables data-driven decisions by analyzing skills, potential, and career pathways at scale.

Key Features:

Talent Matching Engine: Uses contextual AI to match candidates and employees to roles based on skills, experience, and potential—reducing bias and improving quality of hire.

Career Path Prediction: Identifies future career trajectories and recommends upskilling opportunities to support internal mobility and employee growth.

Skills Gap Analysis: Maps workforce skills against future business needs to inform hiring and learning strategies.

Internal Mobility Tools: Recommends roles, projects, and learning paths to existing employees—boosting retention and engagement.

DEI Optimization: Offers bias-reducing screening tools and inclusive matching algorithms to support diversity hiring initiatives.

Talent Market Insights: Provides real-time analytics on skill availability, talent trends, and competitive benchmarks.

3. Lattice AI

Lattice is a people success platform that uses AI to enhance performance, engagement, and career development. Designed for modern HR teams, it connects goals, feedback, and development into one unified experience that supports employee growth and organizational alignment.

Key Features:

Performance Management: Streamlines reviews, 1:1s, and feedback cycles with AI-generated summaries, suggested talking points, and sentiment analysis.

AI-Powered Goal Tracking: Helps set and track OKRs with smart recommendations, alignment insights, and real-time progress monitoring.

Engagement Analytics: Uses AI to analyze survey responses, detect trends, and surface actionable insights to improve employee morale and retention.

Career Growth Tools: Supports individual development plans, career pathing, and skill-building, with AI suggesting learning resources and opportunities.

Seamless Integrations: Connects with tools like Slack, Teams, Workday, and Google Workspace to keep workflows efficient and collaborative.

4. Workday AI

Workday is a leading enterprise HR and finance platform that now integrates AI and machine learning across its suite to automate processes, enhance decision-making, and improve workforce planning. Built for large organizations, Workday AI delivers actionable insights at scale.

Key Features:

AI-Enhanced Talent Management: Automates candidate matching, succession planning, and internal mobility using skill and role predictions.

Skills Cloud: Uses machine learning to identify, infer, and organize employee skills, enabling smarter upskilling and workforce development.

AI in Recruiting: Streamlines sourcing, shortlisting, and scheduling with intelligent candidate recommendations and recruiter productivity tools.

Predictive Analytics: Forecasts attrition risks, headcount needs, and workforce trends to support proactive HR strategy.

Conversational Interface: Empowers employees and managers to complete HR tasks and get insights through natural language interactions.

Enterprise Integrations: Seamlessly connects across Workday HCM, Finance, and external systems—providing a unified AI-powered HR ecosystem.

5. HireVue

HireVue is an AI-powered hiring platform that streamlines recruitment through on-demand video interviews, assessments, and conversational AI. Built for enterprise hiring teams, it helps reduce time-to-hire while improving candidate experience and quality.

Key Features:

AI Video Interviews: Offers structured, on-demand interviews analyzed by AI to assess communication, competencies, and job fit—enabling faster screening.

Game-Based Assessments: Uses neuroscience-backed games to evaluate cognitive ability, emotional intelligence, and work style.

Conversational AI: Automates candidate engagement, screening, and scheduling through chatbots—active 24/7 across channels.

Bias Reduction Tools: Provides structured evaluation frameworks and real-time coaching to reduce bias in hiring decisions.

Analytics & Insights: Delivers hiring metrics, diversity tracking, and predictive insights to support smarter talent acquisition strategies.

ATS & Workflow Integrations: Works with platforms like Workday, SAP SuccessFactors, Greenhouse, and iCIMS for seamless recruiting operations.

6. Zoho People AI

Zoho People is an AI-enhanced HRMS ideal for small to mid-sized businesses. It streamlines HR tasks, improves workforce planning, and boosts employee experience through smart automation and analytics.

Key Features:

Zia AI Assistant:

• Supports leave requests, check‑ins, timesheets, and HR queries via chat—completing tasks like leave applications and pull-up of pending tasks automatically.
• Serves as a 24/7 conversational helper within the app and web interface .

Smart Shift & Attendance:

• Auto-generates and manages shift schedules, breaks, and allowances. Sends real-time notifications for changes .
• Uses geo‑tracking and facial‑recognition check‑in/out to ensure attendance accuracy.

Burnout & Sentiment Analytics:

• Uses ML to predict burnout by analyzing sentiment, attendance trends, and scheduling load .

Compliance & Time-Tracking:

• Monitors labor laws and suggests potential compliance issues, maintaining accurate attendance records.
• Supports mobile check-ins, geo-tagging, and detailed time tracking.

Workflow Integrations:

• Seamlessly connects with Slack, Teams, Zoho Recruit, Zoho Payroll, Google Workspace, and more .

Other Noteworthy AI Tools to Watch in HR

The following emerging tools bring niche capabilities for specific HR needs, from compliance to mental well-being:

Tool	Overview	Key Features	Best For
KovaionAI	Comprehensive AI-powered HR platform for mid to large enterprises using ML and NLP.	– AI-driven talent acquisition – Predictive analytics for turnover and succession planning – Customizable workflows – Automated performance reviews	Enterprises needing an all-in-one AI solution for complex HR operations.
Peoplebox.ai	Versatile AI tool for hiring and performance management, integrates with ATS.	– Resume screening and candidate enrichment – Performance tracking and goal alignment – Talent retention analytics	SMBs and scaling startups needing intuitive HR automation.
Workhuman	Employee recognition platform fostering human-centric workplaces.	– AI-powered recognition and rewards – Inclusion advisor for DEI – Social analytics for employee insights	Companies prioritizing employee engagement and DEI in hybrid/remote settings.
Paycor	HCM platform with AI for hiring, onboarding, and compliance for SMBs.	– Intelligent sourcing – Predictive analytics for retention and planning – Payroll and HR integration	SMBs seeking budget-friendly, comprehensive HR automation.
Effy AI	Free AI tool for performance management and team productivity.	– 360 feedback automation – AI-generated performance reports – Performance analytics	Small teams or startups needing cost-effective performance management.
Paradox (Olivia)	Conversational AI assistant for high-volume recruiting tasks.	– Automated recruitment (screening, scheduling) – Conversational interface – Pipeline management	High-volume recruiting teams needing to automate repetitive tasks.
Albus	AI-powered knowledge management platform for HR data organization.	– NLP-driven knowledge base – Employee self-service options – Data organization	Organizations streamlining HR knowledge management and self-service.

6 Must-Have Features in AI Tools for Smarter HR

1. Transparent Pricing

Avoid tools that lock you into long-term contracts with vague pricing structures. Instead, look for platforms with clear, scalable pricing models based on features and user count—ensuring you only pay for what you need.

2. Scalability for Every Business Size

Your HR software should grow with your company. Look for modular solutions like Engagedly and BreezyHR, which are built to scale and adapt as your business evolves.

3. Trial Access & Onboarding Support

Vendors should offer guided product trials, structured onboarding, and assistance with data migration. Smooth implementation is essential for driving adoption and maximizing your return on investment.

4. Quality of Service & Training

Strong customer support is a must. For instance, Engagedly provides access to success managers, live chat, and training sessions, along with dedicated implementation assistance.

5. Compliance & Data Security

Ensure the software complies with major security standards such as GDPR and ISO 27001. Given the sensitivity of HR data, robust data protection and regulatory compliance are non-negotiable.

6. User-Friendly Design & Innovation

Top HR AI tools invest in ongoing R&D to deliver meaningful updates. Look for seamless integrations with platforms like Slack, Microsoft Teams, and ATS systems, along with automation features like AI-driven payroll—designed to improve workflows, not disrupt them.

Conclusion

Investing early in the right AI HR tools helps you lead, not lag.

Today, AI in HR fuels forward-thinking. Predictive HR AI tools are redefining operations and driving organizational growth. This list of the 6 best AI tools for HR is unique in its own way.

AI is no longer an option. HR AI tools are critical for streamlining recruitment, enhancing employee engagement, empowering HR leaders, and helping them make more inclusive HR decisions.

Start with Engagedly, an HR ecosystem built to drive growth. With Marissa AI and Agentic AI, the HR tool has reimagined the routines of smart hires for modern-day enterprises. 

FAQs

What is the best HR AI software overall?

Engagedly is the most comprehensive HR/Talent management software. It handles all areas of enhancing employee performance with features like performance reviews, 360 feedback, goal-setting, collaboration, learning, and more.

Can only large corporations use AI HR solutions?

No. Products like BambooHR and Leena AI are affordable tools that can be used by small and mid-sized businesses.

How to implement AI HR solutions within your existing setup?

Start with a pilot use case (e.g., onboarding or performance tracking). Train your team, gather feedback, and scale by integrating with your HRMS for effortless adoption.

What if you could predict which employees are about to leave—before they even say a word?

This isn’t a futuristic fantasy. It’s the new reality of human resources, powered by artificial intelligence.

AI is no longer a tool to simply enhance HR—it’s transforming it from a reactive function into a proactive, strategic force. As remote work becomes the norm, skills become more fluid, and the war for talent intensifies, HR leaders are turning to AI not just to keep up—but to stay ahead.

And they’re moving fast:

• 92% of organizations plan to increase AI investments within the next three years.
• Nearly 70% already use AI to guide key HR decisions.
• 65% of employees are open to AI-powered coworkers.

Why? Because the return on investment is undeniable. AI helps companies:

• Reduce recruitment costs by up to 30%
• Cut time-to-hire by 81%
• Forecast turnover with 87–90% accuracy

Across core functions—from recruitment and onboarding to performance management and DEI—AI is delivering real-time insights, automating administrative tasks, and enabling truly personalized employee experiences.

In this article, we’ll explore how AI is revolutionizing nine essential HR functions and share 15 real-world use cases that show what the future of HR looks like in 2025 and beyond.

Market Insights on the Increasing Impact of AI on HR Functions

Gartner reports that 76% of HR professionals believe that failing to use AI solutions within the next one to two years will make their organizations less successful.

HR leaders are implementing AI solutions to streamline their HR processes and to keep their people operations competitive.

• Almost 70% of companies are already utilizing AI to inform their HR decisions, according to the Harvard Business Review. Here are some reasons:
• AI-based HR analytics predict workforce trends with 90% accuracy, and predictive AI can forecast staff turnover with 87% accuracy.

• 44% of businesses utilize AI to optimize recruitment and talent acquisition. It has been observed that AI hiring tools can also cut recruitment costs by 30%.
• 80% of enterprises utilize AI in human resource management to support workforce planning, while 70% of employees have access to AI to personalize learning opportunities within their organizations.

The returns on investment are evident; AI in HR accelerates hiring, provides deeper insights and enhanced engagement with candidates, and reduces operational costs. These insights are some reasons why AI in HR has become a strategic imperative.

9 HR Functions that Have Transformed Using AI And Machine Learning

Below are the real use cases of AI in HR that demonstrate what HR teams will look like in 2025 and beyond:

1. People Analytics: Forecast attrition and enhance engagement

People analytics powered by artificial intelligence is changing the way HR professionals predict staff behavior. While measuring attendance, performance data, and survey feedback, AI can accurately predict attrition rates and engagement.

HR teams leverage these insights to be proactive, whether it’s retaining top performers or placating department-specific morale issues.

2. Talent Acquisition and Quality: Smarter Sourcing

Artificial intelligence in hiring automates the process of reviewing resumes, matching candidates’ profiles to job descriptions, and even predicting cultural fit based on previous hires.

Despite being focused on performance and engagement, Engagedly also includes applicant tracking (ATS) capabilities and role-based hiring analytics. These realizations enable hiring managers to predict who will be a better fit and create a strategy for sourcing those candidates faster and more effectively.

3. Onboarding: AI-Powered Workflows / Customization

Onboarding AI automation documents, workflows, schedules, and specific tasks and customizes learning plans for new hires.

Software and tools enable HR managers to assign custom onboarding tasks, track progress, and deliver AI-curated microlearning recommendations by role and department through its onboarding modules.

4. Learning & Development: Skills Gap Analysis

AI customizes training modules to address employees’ specific skill gaps, job roles, and learning preferences, continually evolving as employees develop and learn.

AI in HR facilitates effective learning and upskilling. For instance, the learning and up-skilling solution from Engagedly integrates an AI-driven recommendation engine and employee performance data to bring personalized learning paths. It automatically recommends courses to fill skill gaps (especially for internal transfers and grooming leaders).

5. Performance Management: Feedback in Real Time & SMART Goals

Yearly appraisal and performance management sessions have been replaced by real-time progress tracking. Thanks to AI, continuous feedback, red flags for underperformance, and goal tracking are now delivered on a personalized level.

Here is where tools like Engagedly come into play. Marissa AI, their lead AI assistant, provides predictive performance insights, offers timely feedback, and intelligently automates the creation of SMART goals. Managers can eliminate the guesswork and make more informed evaluations based on data.

6. Talent Management: Career Mapping and Leadership Identification

By assessing employee skills, trends, and aspirations, AI suggests potential career routes and leadership opportunities that are aligned with individual talents and goals. This not only encourages succession planning, but also keeps employees motivated.

Engagedly’s Agentic AI for Talent Management detects emerging engineers by monitoring the development of skills and project contributions. It augments HR roles with defined leadership readiness scores and recommendations on either mentorship or lateral movement.

7. Employee Relations: Chats and Email Sentiment Analysis

AI in HR makes sentiment analysis easier, allowing management to monitor workplace communication (with privacy controls) and detect indicators of unhappiness, stress, or disengagement. It allows HR to respond before there is a problem.

By analyzing tone and emotion in internal messages and survey comments, HR can gain insights into how their employees feel, particularly in hybrid work environments. This increases employee retention and well-being efforts.

8. Data-Driven Decision-Making 

AI in Human Resource Management enables decisions based on patterns rather than guesswork. Whether that’s making a call on how to adjust compensation or running a well-being initiative, AI works on facts and delivers realistic and applicable solutions.

All the data can be converted into the right kind of information and action with tools like analytics dashboards. HR teams are no longer dependent on the monthly reports as they can now react to live trends.

9. Diversity, Equity & Inclusion (DEI): Bias-Free Hiring and Promoting

AI can eliminate bias from hiring and performance evaluations, looking purely at competency-based data. It maintains fairness in processes like recruiting, skill development, and succession planning.

While algorithms are properly audited, AI-powered DEI tools are helping brands toward inclusive cultures. Employee performance systems help avoid subjective feedback and drive metric-based recommendations for all employees.

15 Ways in Which AI is Shaping the Future of HR in 2025

Here are 15 real-world examples of AI’s impact on human resources today:

1. Retention Forecasting: Machine Learning Models

Machine learning in AI mines past patterns to predict future employee behaviors (including resignations).

HR pros use these models to spot risks early on and analyze performance dips, tenure length, feedback sentiment, and absenteeism.

Utilizing retention models drives timely managerial intervention. For instance, Accenture reduced attrition by 20% by implementing personalized career pathways and offering mentorship and upskilling opportunities.

2. AI-Powered Resume Screening

Resume screening is set up with algorithms that classify and rank keywords, phrases, and patterns in resumes based on thousands of hiring decisions.

Recruiters can save time by allowing AI to shortlist the most relevant candidates by context, and not just by keywords.

Some tools have helped companies reduce 30% cost-per-hire and 81% time-to-hire through AI recruitment augmentation.

3. NLP Solutions: Interview and Surveys

NLP processes help identify insights and sentiments and understand intent.
AI can decrypt open-ended responses in employee surveys or video interviews, showcasing hidden problems or strengths.

Several organizations use NLP to evaluate candidates’ qualitative answers, which in turn assist hiring managers in determining a better cultural fit.

4. Behavioral Data from IoT Devices

HR can leverage massive amounts of real-time behavioral data to:

• Implement safer office policies and practices (or remote work guidelines).
• Enhance employee experience and comfort
• Monitor workforce movement and collaboration patterns
• Support employee well-being
• Automate facility operations

5. Predictive Analytics for Workforce Planning

AI-powered predictive analysis helps in assessing future staffing needs, budget planning, and talent gaps.

Leaders can plan for future skill gaps, promotions, and hiring needs years in advance. Multinationals utilize predictive workforce planning to forecast leadership succession and optimize training investments.

6. AI in HR for Learning Material and Feedback Generation

Generative AI helps in scripting personalized content like training modules, quizzes, or developmental feedback for employee training and development.

HR’s L&D can customize learning programs in real-time for specific roles or to address performance gaps.

Internal tools can develop training data, which cuts development cycles in half.

7. Compliance Monitoring Tools

AI in human resource management helps in tracking compliance by scanning legal documents and internal records to find non-compliant behaviors.

It can flag early signs of harassment, labor law violations, or data misuse.
Big businesses rely on these compliance bots to ensure GDPR, WCAG, and OSHA compliance while reducing the need for manual audits.

8. AI for Auditing and Risk Monitoring

AI in HR systems helps detect and remove anomalies that may indicate fraud or policy violations.

HR departments gain real-time audit trails and early fraud alerts by detecting:

• Payroll and benefits-related risks.
• Unauthorized access to employee data
• Missing documentation
• Policy violations
• Suspicious benefit claims

9. Augmented & Virtual Reality

AR/VR tech offers immersive onboarding and training simulations. HR leaders can walk remote workers through office spaces and engage them in role-play-based training.

Businesses use VR onboarding to shorten ramp-up time and boost employee satisfaction.

10. Real-Time Performance Review with AI Dashboards

AI-powered dashboards compile continuous performance data to track employee progress. HR supervisors can issue feedback in real time through visual performance snapshots.

For instance, Engagedly’s Marissa AI reduces review bias and increases feedback frequency.

11. Sentiment Analysis of Employee Feedback

AI reads emotional tones from survey results, chats, and intranet posts. It detects disengagement or tension before problems escalate.

Tools enable quicker problem-solving and instant feedback by analyzing:

• Tone, voice, and word choices
• Sentiment polarity
• Emotional intensity
• Trends across departments

12. AI-Driven SMART Goal-Setting Tools

AI creates and tracks SMART goals (specific, measurable, achievable, relevant, time-bound), which become more responsive and adaptive, thus boosting ownership.
For instance, performance systems alert employees regarding their missed targets and offer automated next steps.

13. HR Chatbots and Voice Assistants

AI bots can now instantly answer HR-related queries (benefits, leave, policy) in real time.

Such measures free HR leaders from repetitive queries and further enhance response time. Moreover, their 24/7 availability, quick responses, information on leave policies, benefits eligibility, pay slip downloads, company holidays, and FAQs improve performance and resolve queries instantly.

14. Personalized Employee Journeys

AI in HR designs custom career paths, learning tracks, and team placements.

This strategy aligns personal employee goals with business needs. For instance, Engagedly’s Agentic AI for Talent Management recommends mentors, promotions, or role changes based on live employee data.

15. Automation of Administrative HR Tasks

AI automates routine tasks like leave approvals, payroll, and offboarding.
This reduces manual bottlenecks and error rates. For instance, AI in HR helps with payroll integration and exit task automation, which can save companies thousands of hours in HR every year.

Final Words

AI in HR has liberated HR teams. HR leaders are now strategic enablers. The future HR function is data-led, people-focused, and insight-powered. 

Automated tools like Marissa AI and Agentic AI minimize low-complexity tasks while enabling intelligent, contextual decisions. These tools assist human intelligence rather than replacing it.

Explore Engagedly’s AI-driven HR software suite and drive HR operations in a more interconnected, intelligent, and continuous way. We not only help you streamline HR processes; we empower your teams to make faster, fairer, and more impactful people decisions at scale.

FAQs

1. What are the top AI in HR trends that are revolutionizing operations in 2025?

Key AI trends in HR include hyper-personalization, the use of ethical AI in hiring, and the implementation of explainable AI for increased transparency. Responsible AI governance is also essential.

2. Will AI replace HR professionals?

No. AI is designed to augment, not replace, human roles. It automates repetitive tasks, delivers data-driven insights, and enhances decision-making—but human judgment, empathy, and relationship-building remain irreplaceable in HR.

3. Is AI in HR only for large enterprises?

Not at all. Small and mid-sized businesses are adopting AI tools too—especially in recruitment, onboarding, and performance management—because many modern HR platforms offer scalable, affordable AI-powered solutions.

4. How can AI help reduce hiring bias?

AI can anonymize resumes, focus on skills over background, and ensure consistent evaluation across candidates. However, ethical AI requires regular auditing to avoid amplifying existing biases in the data it’s trained on.

5. What HR tasks can be automated with AI?

Common tasks include:

• Resume screening
• Interview scheduling
• Leave approvals
• Payroll processing
• Onboarding workflows
• Employee surveys
• Generating SMART goals
• Performance tracking

6. How does AI improve employee engagement?

AI tools monitor sentiment in chats, emails, and surveys to detect early signs of disengagement. They also personalize learning, career development, and goal-setting, helping employees feel more supported and valued.

7. What are the risks of using AI in HR?

Risks include:

• Bias in algorithms if not carefully managed
• Data privacy concerns
• Over-reliance on automation without human oversight
• Employee mistrust if AI use is not transparent

Mitigation starts with responsible AI governance and transparent communication.

8. How does AI personalize learning and development?

AI analyzes an employee’s performance, role, goals, and skill gaps to recommend customized learning paths. It adapts over time, delivering content that grows with the employee’s career trajectory.