Discover how to use AI in HR safely and responsibly
The AI landscape in HR is evolving rapidly. Once dominated by questions like "should we use AI?" we are seeing the conversation mature to "how do we use it safely and responsibly?" This shift was the foundation of a recent panel hosted by (us) Warden AI, featuring leading voices from HR practitioners and HR Tech innovators.
Sultan Saidov, Co-Founder and President of AI talent platform, Beamery, kicked off the discussion with a high-level overview of how AI is driving real value in HR.
He categorized use cases into two buckets: AI that augments or automates existing tasks (like job description writing or candidate screening), and AI that provides new insights that didn’t exist before.
Crucially, Sultan emphasized that the value of AI isn’t just about efficiency, but rather it’s about empowering HR to be stewards of broader workforce transformation.
For instance, AI may remove repetitive tasks, but HR professionals must then ask: what do we do with the time and talent we've freed up? This will make, Sultan says, more “diamond shaped” organizations vs. pyramid ones.
Dr. Cari Miller from the Center for Inclusive Change echoed this sentiment. She outlined three layers of AI adoption in HR:
One question posed to the panel was whether AI is truly displacing workers. While some vendors remark about reducing headcount, the panel struck a more nuanced tone.
Bill O’Connor, Assistant General Counsel at iCIMS, pointed out that automation is helping with routine support tasks and is actually freeing up time without necessarily eliminating jobs.
Sultan added that while automation can lead to staff reductions, many companies are reinvesting in their workforce by retraining talent into higher-value roles, like content labeling or AI oversight. The real takeaway: the impact of AI depends on how consciously an organization manages the transition.
With great power comes great responsibility and AI in HR carries significant risk. Bill laid out three major concerns here:
Carrie expanded on the risk of vendor literacy, noting that not all AI products are created equal. Some are built on robust, de-biased data sets, while others are cobbled together using freely available models without sufficient safeguards.
For buyers, distinguishing between these requires a healthy degree of skepticism and education.
With global regulation heating up, organizations must stay alert. The panel highlighted key laws:
Carrie advised companies to “school up on impact assessments” and start exploring third-party AI bias auditors. As regulations mature, so will expectations for compliance.
The panel offered guidance on how both AI vendors and HR deployers can implement responsible AI practices:
Cari Miller delivered a great takeaway on what buyers look for in terms of best practices:
“And so as I look at vendor best practices, I am always looking for the trust marks. I’m always looking for that certification for ISO… that’s huge for me.
But I’m also looking on the website. Tell me what you did. Especially when you have put in this effort for responsible AI. It is not inexpensive. It takes time, it takes money, it takes talent, and it takes knowledge. It’s not easy work.”
Each panelist offered practical advice to close the discussion:
As trust in AI grows, especially in controlled enterprise environments, adoption will expand. But success will require more than just implementation. It will require intentionality, accountability, and a culture of continuous learning.
This blog is part of our Warden Webinar Series. We are always on the look out for diverse panelists with a myriad of experience!
To feature as a panelist on our next webinar, send us an email at contact@warden-ai.com. To get access to the full webinar recording, sign up here.
