Month: September 2023

Why You Shouldn’t Replace HR with AI

Open AI

Open AI

AI is everywhere nowadays. It’s a powerful tool that makes difficult tasks seem easy. However, employers should exercise caution when considering the extensive use of AI in their human resources (HR) functions. Although AI can help assist you, it cannot replace a trained human resources expert. Many business owners fall into traps due to several significant concerns:

Bias and Fairness

Artificial Intelligence systems can inherit biases from training data, potentially leading to discriminatory HR decisions, legal issues, and ethical concerns. This can make your business vulnerable during an audit.

Lack of Human Judgment

HR often requires nuanced decision-making and empathy, areas where AI falls short. Professionals excel in workplaces involving employee counseling, conflict resolution, and personal development. Employees appreciate feeling cared for. You need to put the human in human resources. 

Candidate Experience

Overreliance on AI can create a cold and impersonal recruitment process, discouraging top talent from engaging with the organization. People still seek intentionality and personal connection.


Artificial Intelligence systems handle vast amounts of personal data, necessitating responsible data management to comply with privacy regulations and avoid legal repercussions.

Technical Errors

AI can make mistakes or misinterpret information, potentially leading to costly errors in payroll, benefits, and compliance. Having an HR professional can review these details and make necessary corrections.

Employee Resistance

Some employees may fear job displacement due to AI implementation, necessitating careful change management.

Retention and Engagement

Human interactions, mentorship, and career development, crucial for retention and engagement, are challenging for AI to replicate. With an outsourced human resources partner, your employees can be encouraged to reach their full potential. They are also more likely to express their needs and concerns.

Ethical Dilemmas

Employers must address ethical concerns in areas such as employee monitoring and psychological assessments.

In conclusion, while AI can enhance HR processes, a balanced approach that combines AI’s strengths with human judgment and ethical considerations is essential for effective and responsible HR management. Reach out to Triple Track HR to get reliable, professional guidance for your business’s human resource needs.

The New York Pay Transparency Law

Supervisor and employee shaking hands

Supervisor and employee shaking hands
The New York Pay Transparency Law (FARE Grant) will take effect on September 17, 2023.  The purpose of this law is to empower job seekers with this important information up-front and to address systemic pay inequity and discriminatory wage-setting and hiring practices by employers.

The Pay Transparency Law applies to all New York employers who employ four or more employees. This law requires employers to disclose the compensation, or range of compensation, in any advertisement for a job, promotion, or transfer opportunity.

The compensation range should show the minimum and maximum annual salary or hourly rates that the employer believes in good faith to be accurate at the time of posting.

In addition to salary disclosure, employers must also publish the job description for the position, if one exists. Employers are required to keep records that show the history of compensation rates and/or ranges for each job opportunity and the job description published for the position.

This new law requires action on your part.

First, be sure to update all job postings – both internal and external – to include the required compensation information and job description.

With this directive to publish job descriptions, it is a good time to review your job descriptions for accuracy. While having written job descriptions is not a requirement of doing business, it is best practice to have them as a tool to use throughout the employment life cycle, from recruiting to hiring to promotion to resignation/termination. Job descriptions are important because:

  • They serve as a marketing tool to find and attract the best candidates for your position and organization
  • Communicates clear, written expectations for both the employer and employee
  • Allows and promotes greater employee productivity
  • Illustrates a career path for employees, which in turn leads to a greater tenure with a company
  • Can help mitigate risk for your business

Of course, if you need help or have questions regarding compliance around the New York Pay Transparency Law, contact us for assistance.