AI chatbots for HR: Understanding best practices for employee self-service

June 5, 2025

Drew Maginn

As employees look for opportunities to find efficiencies in managing their workload, the rise in artificial intelligence (AI) chatbots for business has proven to be a game changer for many departments, including human resources. The introduction of employee self-service chatbots has allowed many organizations to provide around the clock support to their workforce while freeing up time by delegating time-consuming, administrative tasks. However, while the potential of AI chatbots for human resources is undeniable, there is a growing need for organizations to gain a deeper understanding of AI before relying on it to support their employees.

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What is an HR chatbot?

Human resources (HR) chatbots are virtual assistants that are available to employees to support them with various administrative questions and inquiries that in the past would have been answered by an HR team member. While their usage varies across different businesses, there are a number of opportunities for businesses to integrate these tools to enhance opportunities for employee self-service across a variety of key areas.

What are some common AI chatbot use cases in human resources?

While the needs of different organizations vary, common areas where human resource departments leverage AI chatbots include:

Facilitating employee orientation: Chatbots can answer frequently asked questions from new employees, share links to key organizational information and assist employees in completing onboarding paperwork.

Navigating policies and procedures: Chatbots can help employees navigate organizational policies, such as understanding benefits packages, requesting vacation and adhering to organizational codes of conduct.

Supporting learning and development: Not only can chatbots provide specific suggestions as it relates to skill building, they can also help guide employees through customized learning paths (e.g., specific training programs) to help them excel in their roles.

” Human resources (HR) chatbots are virtual assistants that are available to employees to support them with various administrative questions and inquiries that in the past would have been answered by an HR team member ”

What are best practices for implementing AI HR chatbots?

Whether your business is looking to implement AI chatbots for the first time or extend their current usage, it is important to build a solid foundation. With over 15 years of experience in a variety of technology roles, most recently as a UI/UX designer for Zoovu, Andrew Varden understands the benefits of using AI chatbots as long as you do your homework first. “No matter the size of your organization, AI chatbots can be ideal to automate repetitive tasks, as well as capture valuable information directly from your workforce to train it and improve its effectiveness. However, there needs to be a shared understanding and clear plan in place to responsibly integrate them into your workflow.”

Varden offers the following insights:

Always connect your chatbot to your organization’s knowledge base: For an HR chatbot to be trustworthy and effective, it needs to reflect the policies, procedures and practices of your specific organization. Whenever any information is provided to an employee, is should be supported by a specific link or citation to what is being referenced. Simply put, a chatbot is only as effective as the information it is trained on. Without an organizational commitment to training it on your own up-to-date source material, it is simply not going to be as effective as you’d like it to be.
Put clear guardrails in place: As soon as any organization introduces a chatbot, especially in the context of human resources, there need to be guardrails in place to clearly draw a line between what can, and what cannot, be asked. When employees try to broach certain subject areas, whether it be a formal complaint process or support with a mental health crisis, there needs to be a clear path to a human interaction. If not, employees may extend use of the chatbot beyond what is appropriate and hold your organization accountable if they are steered in the wrong direction.
Educate your workforce: With a diverse workforce comes a variety of perspectives as it relates to AI. In some instances, organizations may have to temper expectations by creating a shared understanding that these systems are not 100 percent accurate and that they do make mistakes. Unlike humans, chatbots do not show any sign of uncertainty in their responses, which can create the illusion of accuracy in all instances. If your employees do not understand this, they may hold your organization accountable for the mistake if they are inadvertently provided with false information.
Acknowledge and understand when human interaction is needed: While automation has its place, there are scenarios where AI chatbots are limited. For example, these models typically struggle with complex math problems, so supporting employees with certain types of inquiries around benefits and compensation may be out of the question. In addition, certain topic areas are simply too nuanced to be managed through a chatbot. Complex conversations around conflict resolution, mental health, harassment or other sensitive workplace topics are better managed through human-to-human interaction.

As AI chatbots continue to evolve and become more commonplace as virtual members of HR departments, organizations must approach their use with caution and care. These chatbots are most effective when trained with accurate information, guided by clear boundaries and complemented by human support. By finding the right balance, these chatbots can become valuable assets to your team by enhancing employee self-service without impacting your workforce in a negative way.

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