AI-driven automation in each of these areas can streamline how enterprises train, manage, and work with seasonal, temporary, part-time, and full-time employees. However, it is important to consider the challenges surrounding information security, legal boundaries, extensibility, and audit logging when making the decision to get started using bots for HR.
Consider why someone would turn to a bot in the first place. According to an upcoming HubSpot research report, of the 71% of people willing to use messaging apps to get customer assistance, many do it because they want their problem solved, fast. And if you've ever used (or possibly profaned) Siri, you know there's a much lower tolerance for machines to make mistakes.

Of course, each messaging app has its own fine print for bots. For example, on Messenger a brand can send a message only if the user prompted the conversation, and if the user doesn't find value and opt to receive future notifications within those first 24 hours, there's no future communication. But to be honest, that's not enough to eradicate the threat of bad bots.
Several studies accomplished by analytics agencies such as Juniper or Gartner [34] report significant reduction of cost of customer services, leading to billions of dollars of economy in the next 10 years. Gartner predicts an integration by 2020 of chatbots in at least 85% of all client's applications to customer service. Juniper's study announces an impressive amount of $8 billion retained annually by 2022 due to the use of chatbots.
Creating a comprehensive conversational flow chart will feel like the greatest hurdle of the process, but know it's just the beginning. It's the commitment to tweaking and improving in the months and years following that makes a great bot. As Clara de Soto, cofounder of Reply.ai, told VentureBeat, "You're never just 'building a bot' so much as launching a 'conversational strategy' — one that's constantly evolving and being optimized based on how users are actually interacting with it."
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