As part of our webinar ‘Man meets machine: AI as a game changer for HR’, we at Nunatak spoke with our experts Nicole Herrfurth (Bilfinger), Dominik Hahn (Allianz) and Stefan Scholl (Infineon Technologies) about precisely these challenges and levers - with the aim of providing orientation in a dynamic field that is currently occupying many HR teams.

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Five key findings from the panel:

1. Align recruiting strategically - think about the skills of the future
   Modern AI tools not only support the screening of CVs, but also analyse whether job advertisements address the skills that will be in demand in the future. This ensures that new employees not only fit the current role, but also contribute to the company's strategic direction, right from the recruitment stage.
2. Training is not optional, but mandatory
   ‘The principle of ‘garbage in, garbage out’ also applies to HR: if unclear requirements, incorrect data or a lack of understanding are fed into AI systems, the quality of the results will ultimately suffer. The added value of intelligent systems can only be fully utilised if employees understand how AI works and how it can be used sensibly. Managers in particular must be specifically empowered to use AI responsibly.’
3. Transparency creates trust - especially when it comes to sensitive topics
   Whether data protection, company agreements or bias avoidance: Anyone introducing AI in HR needs clear lines of communication and binding guidelines for ethical and legally compliant use. These include, for example, regulations on data processing, the verifiability of algorithms and the safeguarding of human decision-making scope.
4. Platform instead of a patchwork quilt
   Many companies start using AI in HR with individual use cases - usually in areas where implementation is particularly easy or high potential has been identified. In the long term, however, an integrated platform approach is being sought in order to better bundle information, harmonise processes and integrate AI in a targeted manner along the HR value chain.
5. Strategy beats tool selection
   The use of AI in HR requires a solid foundation: clear objectives, binding framework conditions and harmonised responsibilities. If this strategic foundation is lacking, parallel individual solutions often emerge that are difficult to coordinate and hardly scalable in the long term.

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Why the topic of Nunatak is particularly important

The topic of AI in HR is a strategic focal point for many companies - which is why we often encounter it in projects. Questions regarding integration into existing HR systems, the handling of sensitive data and the organisation of change processes are particularly relevant.

At Nunatak, we work on precisely these topics - from the development of well thought-out strategies to the implementation of specific use cases. We combine our experience in digital transformation and AI with a sound understanding of the special requirements in the HR sector.

For further insights or specific questions, please do not hesitate to contact us:

Manuel Halbing, Dr Franziska Brühl or Dominik Loppnow