Will AI replace Human Resources Specialists?

AI can do 92% of the work Human Resources Specialists do at least twice as fast. People already use it for 9 of their 26 tasks, while 14 more are ready but barely used so far. 3 still need a person.

AI is already doing this9 · 43% of time

People already use AI for these tasks in real work, based on Anthropic's analysis of how Claude is used.

  • Interview job applicants to obtain information on work history, training, education, or job skills.Mostly automated9% of time
  • Review employment applications and job orders to match applicants with job requirements.Mostly automated8% of time
  • Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.Mostly automated6% of time
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.Mostly automated5% of time
  • Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.Mostly automated5% of time
  • Analyze employment-related data and prepare required reports.Mostly automated4% of time
  • Contact job applicants to inform them of the status of their applications.Mostly automated3% of time
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.Mostly automated3% of time
  • Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.Mostly automated1% of time

AI could do this next14 · 49% of time

AI can speed these up by at least half, but real use has not caught up yet. These are next in line.

  • Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.9% of time
  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.6% of time
  • Hire employees and process hiring-related paperwork.6% of time
  • Administer employee benefit plans.5% of time
  • Confer with management to develop or implement personnel policies or procedures.4% of time
  • Develop or implement recruiting strategies to meet current or anticipated staffing needs.4% of time
  • Schedule or conduct new employee orientations.4% of time
  • Conduct reference or background checks on job applicants.3% of time
  • Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.3% of time
  • Advise management on organizing, preparing, or implementing recruiting or retention programs.3% of time
  • Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).1% of time
  • Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.1% of time
  • Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.1% of time
  • Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.under 1% of time

Still needs a person3 · 8% of time

No real AI use, no proven AI speedup and no robot that can do it yet. This is the part of the job to build on.

  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.4% of time
  • Conduct exit interviews and ensure that necessary employment termination paperwork is completed.3% of time
  • Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.1% of time

Your week is not the average

Describe what you actually do and get a personal report: your own tasks, what AI can already do, what stays yours and a 90 day plan.

Get my personal report

What this means

AI can already do almost all of this work at least twice as fast. People in this job already use it heavily. Expect the role to shift toward deciding what to do, checking AI's work and owning the result.

What to do next

  • Do the 9 tasks AI is already handling with AI yourself. Your peers already are, and it is quickly becoming the baseline.
  • Get ahead on the 14 tasks AI could do next. These move as tools improve, so learning them early pays off.
  • Build on the 3 tasks that stay human. This is where your judgment, skill and relationships matter most.
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