Nearly 9 in 10 HR professionals in Poland now use artificial intelligence in their day-to-day work, yet at almost 60% of companies, AI isn’t embedded in a single HR process. So how do you close that gap? In which areas is it worth deploying AI solutions, and where should you start? These were some of the most common questions we heard during our AI in HR webinar. In this article, you’ll find practical, ready-to-use answers.
As part of our AI in HR study, we asked nearly 200 HR specialists and managers about their experience with artificial intelligence. The results were surprising – not because AI is being ignored, but quite the opposite. What stands out is the enormous gap between what individuals are already doing and what organizations are doing. HR professionals are turning to AI on their own, often spontaneously, to get things done faster. Meanwhile, company strategies, policies, and organization-wide implementations are lagging well behind.
46.1% of respondents use AI regularly at work, while another 43.5% use it occasionally. That means nearly 90% of HR professionals already have some experience with these tools. At the same time, 59.6% of organizations have no systemic AI deployment across their HR processes at all.
What does this mean in practice? AI is spreading through HR from the bottom up – driven by employees rather than management. One person starts using AI to write job ads; another uses it to create email templates or quickly analyze survey results. In everyday work, AI proves its value. But no one has formally incorporated these practices into the organization, assessed the associated data security risks, or embedded AI into existing processes.
(Source: Report AI in HR, Productive24AI)
We asked study participants which areas they believe have the greatest potential for AI. The answers revealed a very clear hierarchy.
Here are the five areas that stood out in the results:
1. HR Analytics and Reporting (48.7%)
This was the most frequently cited area – and it’s hardly surprising. HR departments are dealing with vast amounts of data: turnover rates, recruitment results, training records, absence data, engagement metrics, and more. The challenge is that this data is often scattered across spreadsheets, systems, and emails. AI can bring it together, analyze it, and present the results in a clear format in a fraction of the time it would take to do manually.
2. Employee Development and Personalized Career Paths (42%)
67% of HR leaders consider personalizing the employee experience essential, yet only 5–7% of companies actually do it (Deloitte 2025 Global Human Capital Trends). One of the main reasons for this low implementation rate is the challenge of scale. In large organizations, providing an individual approach to every employee is far from easy.
AI can help make this possible. By drawing on data from the HRM system – including role, competencies, appraisal results, and training history – artificial intelligence can suggest a personalized career path and training recommendations for each employee. What once required hours of work from an HRBP and a manager can take just minutes.
3. Onboarding New Employees (35%)
Onboarding is one of those processes where the first impression can make a significant difference. Yet it is often carried out inconsistently or chaotically, particularly when many new employees are joining the organization at the same time.
AI can support onboarding on two fronts: by generating a personalized onboarding plan for a specific role in minutes and by creating onboarding materials – such as guides, FAQs, and instructional videos – tailored to the employee’s role and department.
4. HR Operational Automation (31%)
More than half of HR specialists identify repetitive, manual tasks and working with scattered tools as major obstacles in their daily work. Generating contracts, responding to employee queries, and preparing regular reports are all activities that don’t necessarily require expert HR knowledge, yet they consume valuable time that could otherwise be spent on strategic work.
5. Recruitment and Candidate Selection (28.5%)
Recruitment and candidate selection ranked fifth in terms of potential (28.5%), but it is the area where AI is already used most frequently. Among organizations that have implemented AI in HR, 22.8% have done so specifically in recruitment. Large companies with more than 500 employees mention this area almost twice as often as small and mid-sized organizations. This makes sense: when recruitment involves hundreds of candidates and processes, AI can significantly reduce the workload.
Practical applications include initial CV screening and candidate scoring, drafting job descriptions, creating interview questions, preparing candidate emails, and analyzing interview results.
It helps match candidates more effectively to a role’s requirements, reducing CV screening time and supporting better recruitment decisions.
Not every AI implementation has to be a major IT project. Many HR professionals start with simple, targeted use cases and gradually expand their use of AI. Here are some examples that work well in practice:
For AI to work in line with your organization’s expectations and guidelines, it needs the right context. At the same time, providing that context safely can be a challenge when using publicly available AI tools such as ChatGPT, Claude, Gemini, and others. Depending on the tool and configuration, data may be used to train models or processed outside the EU.
That’s why data security needs to be considered from the very beginning. We’ll cover this topic in more detail in upcoming posts.
See how we can support you in analyzing your processes and implementing a tailored HRM system.
Artificial intelligence has the potential to make the daily work of HR teams easier – not to replace them entirely. Those who learn how to use it effectively will be able to work more efficiently. The biggest challenge isn’t the technology itself. It’s making the transition from grassroots experimentation and one-off use cases to a coherent strategy – with clear rules, developed competencies, and AI embedded into specific HR processes. That’s where the potential value and savings can multiply. Without a strategy, clear rules, and proper education, AI in HR won’t deliver savings. It will only create additional risk.
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