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Human resources and artificial intelligence (AI) might not seem like an obvious combination. One’s all about people; the other is, well, a machine. But more and more TA and HR pros are finding practical, creative ways to bring AI into their day-to-day—getting more done without losing the human side of the work.
To get a clearer picture of how HR professionals are actually using AI on the job, I analyzed a new dataset from Anthropic, the makers of Claude.ai. The findings highlight ongoing challenges talent teams are facing and how they’re using AI to tackle them head-on.
But first, what’s Anthropic? And who is Claude? Let’s break it down.
Meet the Tech: Anthropic and Claude
Anthropic is an AI research company focused on building AI that’s helpful, honest, and harmless. Their AI assistant, Claude, acts like your supercharged sidekick—ready to help with writing, summarizing, brainstorming, and more.
The dataset featured in this blog includes millions of anonymized prompts from professionals across industries. I pulled out the themes most relevant to HR and talent acquisition to inspire your team and explore where AI can make the biggest impact.
Now, let’s dig into Anthropic’s dataset, and review the 10 most common AI uses for TA and HR teams.
Top 10 Ways Talent Teams Are Using AI Today
1. Streamlining Employee Communications
AI helps HR teams quickly and easily respond to FAQs, log work-related issues, and interpret policies. This guarantees consistent messaging while freeing up teams to focus on more complex issues that require human oversight.
2. Building Competitive Compensation Packages
When it’s time to update benefits and compensation policies, AI tools can help analyze market rates and ensure any changes are both compliant and equitable. This data-driven strategy guarantees that businesses stay competitive while meeting regulatory requirements.
3. Drafting Better Policies
AI can review workplace conduct, equal employment opportunity (EEO), and sexual harassment policies on behalf of your team. By spotting gaps and making recommendations for improvement, the technology helps ensure you’re following best practices while meeting legal requirements.
4. Navigating Change Management
When facing challenging personnel decisions like performance improvement plans, terminations, or dispute resolution, HR professionals are using AI to ensure procedures follow best practices, abide by regulatory requirements, and are documented appropriately.
5. Enhancing Onboarding Experiences
AI can generate orientation materials and training sequences that align with your company’s mission, values, and goals. This frees your team to focus more on making personal connections and engaging new hires.
6. Supporting Recruitment and Interview Prep
TA teams are using AI to write compelling job descriptions, generate structured interview questions, and establish candidate scoring systems that minimize bias and promote data-driven decisions.
Keep reading: A great candidate experience can make or break your hiring success. Read the blog, “How to Improve the Candidate Experience: 6 Expert-Backed Tips,” for high-impact ways to improve the entire lifecycle—from your career site and job postings to communication tactics and feedback loops.
7. Modernizing Performance Management
AI can help design fairer, more actionable performance reviews by creating evaluation frameworks that balance objective metrics with personalized feedback.
8. Analyzing Workforce Data
By spotting trends in hiring, performance, and turnover, AI helps HR teams uncover blind spots and find opportunities to strengthen culture and retention.
9. Identifying Training Needs
Learning & Development teams are using AI to assess skill gaps and recommend learning paths tailored to individual and organizational needs.
10. Transforming Exit Interviews
By bringing structure to exit interviews and surfacing trends in employee departures, AI gives HR teams the insights they need to strengthen retention.
Making AI Work for You
If your team is just getting started with AI, here are a few smart ways to roll it out:
- Start small: Use AI to handle repetitive processes to build confidence and demonstrate the value it can provide.
- Develop governance: Establish clear and transparent policies around how and where AI tools can use employee data—and how they can’t.
- Upskill your team: Ensure your team knows best practices for prompting and collaborating with AI systems to drive best practices outcomes.
- Track impact: Look for time savings, consistency gains, and other process improvements across your team.
- Maintain human oversight: AI can assist, but your people should still lead when it comes to making key decisions.
Keep reading: AI can do a lot, but it can’t do it all. In the blog, “10 Must-Have Recruiting Skills in the AI Era,” you’ll learn how to balance tech with a human touch—and stay one step ahead in the changing talent landscape.
Tech + Training = AI Success
The data shows what many talent teams already know: AI isn’t here to take over HR—it’s here to help you do it better. By slashing admin tasks and surfacing fresh insights, AI frees TA and HR pros up to focus on what matters: building great teams, shaping culture, and supporting people at every stage of the employee journey.
At Demand Spring, I’ve had the opportunity to work with forward-thinking teams that are embracing this AI-first mindset. One standout example is the marketing team at Employ, who recently completed a 12-week AI-First Mindset training program. Their fast, thoughtful adoption of these tools reflects a clear commitment to innovation—both in how they get their work done and in how they serve talent teams every day.
Because when organizations empower their people with the right mix of tech and training, AI doesn’t stay a one-time learning moment, it gets embedded into everything they do.
