> ## Content Index > Fetch the complete content index at: https://www.trentcotton.com/llms.txt > Use this file to discover other available public pages before exploring further. # Stop Saying AI in HR - URL: https://www.trentcotton.com/stop-saying-ai-in-hr/ - Published: 2025-08-25T22:30:00.000Z - Updated: 2026-09-17T21:35:06.000Z - Author: Trent Cotton - Tags: Podcast Recaps Estimated reading time: 7 minutes **Key Takeaways** - **AI is shifting HR from reactive to proactive strategies** - **Data democratization enhances decision-making across all levels** - **Personalized employee experiences are the future of HR** - **Purpose-built AI solutions offer more value than generic applications** - **Implementing AI in HR requires careful consideration of challenges like data security** In a recent episode of the [Human Capitalist Podcast](https://www.youtube.com/@Human%5FCapitalist?ref=trentcotton.com), I sat down with Laura Close, co-founder of [Included](https://www.included.ai/?ref=trentcotton.com), an AI-native technology company revolutionizing HR data analytics. Their discussion unveiled fascinating insights into how artificial intelligence is reshaping human resources, moving from traditional reactive approaches to proactive, data-driven strategies. --- 📺 Watch the full episode here: [https://youtu.be/CkD02ffZXRs](https://youtu.be/CkD02ffZXRs?ref=trentcotton.com) --- # **From Back Office to Power Player: How AI Is Rewriting HR** There was a time when HR’s primary role was to look in the rearview mirror—tracking what had happened, analyzing what went wrong, and reporting numbers that arrived too late to change anything. Metrics like turnover and engagement rates still matter, but they’re no longer enough. As [Laura Close](https://www.linkedin.com/in/lauraclose/?ref=trentcotton.com) pointed out in our conversation, the shift is underway: “AI is transforming HR from lagging to leading indicators.” The difference? You transition from reporting to anticipating trends. And in this new version of HR, anticipation beats reaction every time. ## **Moving Past the Buzz: Why HR Tech Needs More Than Automation** We’ve all seen the headlines about AI in HR, chatbots that screen candidates, algorithms that schedule interviews, digital assistants that nudge employees about policy updates. That’s table stakes now. But Laura made it clear: if we keep using the term “AI” as a catch-all, we lose the point. It’s not about AI as a buzzword. It’s about using tech that’s designed with specific HR challenges in mind. Something that doesn’t just *process* data but gives you the story behind it. When used well, this kind of technology helps you notice the small signals that point to bigger patterns. You can spot attrition risks weeks before a resignation letter hits your inbox. You can see which candidates are most likely to succeed, not just get hired. You can use what you know about people to make better decisions, faster. And yes, that’s already happening. Tools powered by [predictive analytics in HR](https://hbr.org/2022/05/predictive-analytics-is-transforming-hr?ref=trentcotton.com) are helping teams move from intuition to insight, without losing the human touch. ## **The Power of Sharing What You Know** One of the most overlooked shifts in HR today is how data is shared. For years, HR metrics lived behind firewalls, locked in dashboards, tucked into PowerPoints, guarded by analysts. But that’s starting to change. Laura drove this point home: “Democratization of insights is crucial for HR.” The idea isn’t about flooding everyone with data, more about making the right information available to the right people, at the right time. When you break down those silos, something interesting happens. Managers stop relying solely on gut feel. Business leaders stop guessing. Conversations about people become smarter and more collaborative. And employees start to feel the effects, too. Transparency builds trust, and trust fuels engagement. ## **What Personalization Actually Looks Like in HR** You’ve probably heard a dozen vendors promise to “personalize the employee experience.” But what does that really mean? According to Laura, the next wave of personalization isn’t just about choosing your learning style or customizing your benefits portal. It’s about tailoring the entire employee experience to the individual. That means aligning performance feedback with how someone actually works. Building development plans that adapt in real time. Creating wellness prompts that show up before burnout becomes a problem. It’s a big swing and companies like [Microsoft Viva](https://www.microsoft.com/en-us/microsoft-viva?ref=trentcotton.com) are already playing in that space. They’re using behavioral data to shape how, when, and where employees engage. The result? People feel like the systems they use *see* them, not just track them. ## **Getting Started Without Getting Lost** Laura offered practical advice that more HR leaders need to hear: “Pick your most important business process and source purpose-built AI.” That’s it. Don’t boil the ocean. Don’t get distracted by what’s trendy. Focus on what matters most for your organization right now. If recruiting is your bottleneck, start there. If retention’s your issue, start by understanding who’s at risk and why. Let the business problem lead and let the tech follow. ## **The Hurdles Are Real...But So Is the Payoff** Let’s not pretend this is easy. Adopting AI in HR still comes with plenty of friction. Privacy and security remain front and center, especially with sensitive employee data involved. Change management takes more than a slide deck. Most teams still face skill gaps when it comes to interpreting AI-driven insights. And, of course, every new platform needs to work with the stack you’ve already got. These are not minor issues. But they’re also not deal-breakers. The teams that win will be the ones that lean into these challenges, ask better questions, and stay focused on outcomes, not just output. For anyone concerned about ethical use and data security, [this report from Deloitte](https://www2.deloitte.com/us/en/insights/focus/cognitive-technologies/ai-data-privacy-and-ethics.html?ref=trentcotton.com) offers a great breakdown of how to approach AI with guardrails in place. ## **So What Comes Next?** HR isn’t becoming more technical for the sake of it. It’s becoming more intelligent because the world of work demands it. From hiring to engagement to retention, the pressure is on to move faster and smarter without losing your grip on what makes work meaningful: people. Laura’s parting message was simple and sharp. Forget the hype. Ask better questions. Use tools that fit your problems not the other way around. --- **What’s changing in HR right now?** - *Data isn’t just reported, t’s shared.* Leaders, managers, and even employees have access to the insights they need to make better choices, together. - *Personalization is no longer aspirational, it’s expected.* The employee experience is being reshaped in real time, not just annually. If you’re still asking whether HR should use AI, you’re already behind. The better question is: **Where will it make the biggest difference in your work today?**