AI in HR: Answering Four Key Questions with Data-Driven Insights

Artificial intelligence has become a central priority for HR leaders. For companies experimenting with AI, 7 out of 10 are doing so within the HR function.

Data from leading sources such as BCG, Gartner, McKinsey, PwC and Deloitte provide a data-driven snapshot that answers four key questions about the current state of AI in HR.

How many HR leaders are experimenting with AI?

The adoption of AI in HR is accelerating at an impressive pace. According to Gartner, the share of HR leaders adopting Generative AI has grown rapidly – from 19% in June 2023 to 61% by January 2025.

However, this widespread experimentation masks a significant lack of strategic maturity. An analysis by Deloitte shows that 75% of all HR organizations are in the earliest stages of AI maturity, where initiatives are sporadic and disconnected. Only 5% are considered fully mature, where AI is strategically embedded and creating business value.

The lack of a human factor: Why candidates are wary

Why are candidates so hesitant? The most common reason, cited by 44% of reluctant applicants, is the perceived lack of a “human factor”.

Think about it: your abilities laid bare as raw data points, judged by an algorithm with no chance for you to explain the story behind them. No context, no voice, nowhere to hide. How would that feel?

One candidate put it this way: “AI can’t factor in the unquantifiable intangibles that make someone a good co-worker … or a bad co-worker. Personality traits like patience, compassion and kindness would be overlooked or undervalued.”

Another worried, “I’m not [seen as] a person, just a series of keywords and if I don’t fit the exact hiring model I’m immediately discarded.”

Ten percent specifically feared that AI would make mistakes or contain design flaws.

What candidates want is simple: fairness, transparency, and to be evaluated as whole people, not just data points.

In which domains is AI most commonly implemented?

AI is not being implemented uniformly across HR. Data shows a clear concentration of activity in specific areas, with Talent Acquisition being the undisputed frontrunner.

According to new data from BCG, the most popular use cases within recruiting are:

• Content creation: 70% of companies using AI in HR apply it to tasks like writing job descriptions or creating assessments.
• Administrative tasks: An equal 70% use AI for administrative tasks such as scheduling interviews.
• Candidate matching: Fewer, but still over half (54%) of companies who are using AI or GenAI within the HR function are either implementing or have already implemented AI to match candidate skills with job specifications.

What are the most common barriers to adoption?

• Skills gaps: The lack of AI skills within the organization is considered one of biggest barriers to faster AI implementation. In fact, 46% of leaders identify skill gaps in their workforces as a significant barrier to AI adoption.
• Provide the right tools: The absence of official tools is driving employees to find their own solutions. A survey found that 54% of employees will find and use alternative AI tools if the company does not provide them.
• Unclear Return on Investment (ROI): A PwC survey points out that the difficulty in quantifying the ROI is a major barrier for 29% of leaders.

How much AI is being used without validation?

The rapid and often unstructured adoption has created a serious “governance gap,” where a large amount of AI-generated content is used without adequate human oversight.

A global AI survey from McKinsey in March 2025 provides the most telling statistics: While 27% of organizations report that employees review all content created by GenAI, an even higher number (30%) admits to reviewing 20% or less of that content.

This means that for nearly a third of the companies, 80% or more of AI-generated outputs are being deployed without human validation.

Conclusion

AI is no longer a distant vision for HR but a rapidly accelerating reality. However, the figures reveal that this growth is more chaotic than controlled. While over 60% of HR leaders are experimenting with AI, three out of four organizations remain at a low maturity level.

This rapid, yet often fragmented, adoption creates a critical gap between ambition and execution. The primary barriers are not technological, but human and organizational: skill gaps, the absence of approved tools, and an unclear ROI. This leads to a large volume of AI-generated output being implemented without sufficient human validation, posing significant risks of errors, bias, and non-compliance.

To realize the full potential of AI and avoid these pitfalls, HR must shift its focus from sporadic experimentation to a holistic strategy. This is where a specialist partner becomes essential. By focusing on upskilling, establishing clear governance, and ensuring a tangible link to business value, Assesio provides the expertise and tools necessary to bridge this gap and turn AI ambition into measurable success.

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