AI and Entry-Level HR Roles

Graduate HR assistants traditionally cut their teeth on administrative tasks - drafting job adverts, shortlisting CVs, coordinating interview logistics, compiling employee handbooks, and producing routine compliance documentation.

Generative AI and automation tools can now

• Parse CVs onto company HR systems faster and with fewer errors than humans.
• Generate first drafts of policy documents and contracts.
• Automate onboarding checklists and employee queries via chatbots.

Ultimately, the use of AI to complete these tasks is translating into fewer opportunities for junior HR professionals to “learn by doing” in these foundational tasks.

Although considered part of the role of an entry-level HR recruit, we know from talking with early-career hires that repetitive, some might say monotonous, administrative tasks are broadly unpopular and have a limited shelf life before graduates look for more meaningful work. We suspect that the use of AI will be a welcome introduction for those performing tasks in the rapidly changing entry-level HR role.

We also already know from past research by Amazon that AI can manifest discriminatory behaviours in hiring and selection. To counter this, organisations will increasingly need HR professionals who can train and monitor AI hiring systems for bias, interpret data-driven workforce insights, and design employee engagement strategies that AI cannot replicate.

The graduate HR role is shifting from “administrative processor” to ethical AI steward and employee experience specialist.