Automation and artificial intelligence (AI) are becoming important components of contemporary HR. Currently, 24.7% of companies use them in recruitment, and 34.1% in human resource management, according to the “Labor Market Barometer” by Gi Group Holding. At the same time, as many as 45.1% of firms do not plan to implement these solutions—mainly due to low awareness of their benefits, lack of resources, and budget constraints.
More Companies Are Adopting Intelligent Solutions
Automation and AI already support both recruitment and everyday HR management. In recruitment, they assist in candidate selection, CV analysis, conducting preliminary interviews, and scheduling meetings.
“Technology is changing how companies attract candidates, and how job seekers apply for positions. Just a few clicks on a phone can send a CV, chat with a bot, or schedule an interview—often online. Recruiters appreciate the support of automation and AI in CV analysis, matching candidate profiles to job offers, scheduling meetings, and conducting initial interviews,” comments Agnieszka Żak, Regional Director at Gi Group.
At the same time, automation and AI streamline onboarding, enable performance monitoring, personalize development paths, and forecast turnover. Thanks to these technologies, companies make better decisions and respond more quickly to team needs.
“Digital avatars already support employee onboarding by easing adaptation to the company. AI-based solutions are increasingly used in training—customizing content to learning styles and career goals, recommending personalized development paths. They not only enhance learning effectiveness but also genuinely support skill development and preparation for daily duties. Moreover, AI tools allow tracking progress and evaluating development efforts, providing valuable data to employees, managers, and HR departments,” adds Daniel Piaszczyk, Senior Partner at Wyser Executive Search.
According to the Gi Group Holding Labor Market Barometer, one in four companies (24.7%) uses such solutions in recruitment, and more than one in three (34.1%) in HR management, with 16.5% using them for both purposes. Nearly half of companies (45.1%) still do not use or plan to introduce these technologies.
AI Implementation Depends on Industry and Company Size
The barometer shows medium-sized companies are the most interested in HR automation and AI—only 37% of them do not plan implementation. Forty-four percent already use AI in HR management, and 27% in recruitment.
Almost all industries show openness to AI adoption in recruitment, slightly more in services (27%) and manufacturing (26%) than trade (22%). In HR management, transport and logistics (42%) and trade (39%) lead, followed by manufacturing (35%) and services (37%), with the public sector least engaged (24%).
“Technology has entered the HR world, but many firms still do not use its potential. Barriers include lack of resources, budget limitations, and low awareness of the possibilities automation and AI offer,” says Agnieszka Żak.
Intuition, Ethics, Transparency—AI Can’t Replace These
Although AI greatly facilitates and accelerates HR work, it cannot fully replace human skills—especially empathy, intuition, and relationship-building.
“Technological solutions should not be used without human supervision. To ensure algorithm fairness and integrity, monitoring and verifying results is necessary. Automation supports recruiters but does not make decisions for them,” explains Ewa Michalska, Operations Director at Grafton Recruitment.
With AI development come challenges—technological, legal, and ethical. Effective implementation requires skillfully combining human intuition and experience with algorithmic potential, while maintaining transparency and compliance with regulations. Algorithm deployment must comply with personal data protection laws (GDPR) and equal treatment principles. Special attention should be paid to system transparency—employees and candidates should know how their data is processed and on what basis decisions are made.
“Ethical standards grow in importance alongside technology’s rising influence on HR processes. It is crucial not only to develop AI tools but also to consciously manage their social and legal impacts. This makes it increasingly important to engage teams combining competencies to guarantee responsible and compliant AI use,” concludes Ewa Michalska.
