Let's look at numbers that cause concern:

• Unchecked AI recruiting systems reject qualified female candidates at rates up to 29% higher than males
• Organizations using AI tools without proper security protocols face a 63% higher risk of data breaches
• Companies implementing unaudited AI hiring tools have faced regulatory fines averaging $125,000 per violation

The resistance to AI in HR goes beyond simple change aversion. HR professionals handle the most sensitive parts of an organization – people data. When Apple bans ChatGPT over security concerns, it's no wonder HR leaders pause before uploading employee information to these platforms.

But what if we're looking at this all wrong? What if, instead of seeing AI as an either/or proposition, we reframed it a "both/and" opportunity?

In my years as a Chief People Officer and advisor, I've found that the most effective approach isn't always burning the box entirely (though I love this approach), but learning to transform it carefully. According to the authors of “Race Against the Machine” Andrew McAfee and Erik Brynjolfsson, the future isn't human OR artificial intelligence – it's more of a love story between humans and artificial intelligence working in concert.

Building Trust Through Deliberate Steps

Instead of a sweeping transformation, consider starting with low-risk experiments – what I call "playing the long game" with AI adoption:

1. Start Small with Safe Pilot Projects

Select one routine, time-consuming task for an AI pilot, perhaps an AI resume screening tool on a subset of applicants, running parallel to human screening. This creates a "safe space" where your team can see AI in action while maintaining control. Quick wins, like reducing response time to employee queries, build firsthand confidence while addressing the fear of the unknown. You can also reference a few of my previous posts for simple internal communications or data analysis prompts.

2. Invest in Bite-Sized Training

Comfort with AI grows with knowledge. Some companies have launched AI upskilling programs specifically for their HR teams. Create structured mini-training sessions or lunch-and-learns on AI basics. As AI literacy improves, skepticism typically leads to informed curiosity – I've seen this transformation firsthand. I can provide some recommendations for training, so please reach out.

3. Establish Clear Guidelines and Governance

One of the fastest ways to ease fears is creating clear rules and safety nets. Develop an AI usage policy with IT, legal, and compliance teams—set guidelines on what data can be fed into AI systems and define accountability for AI-driven decisions. When HR staff see that AI is being used responsibly with appropriate guardrails, their comfort level increases substantially.

The Ripple Effect Economy of AI in HR

Think about the secondary benefits that emerge when AI handles routine tasks. Similar to how the automotive boom spurred growth in steel, rubber, and glass manufacturing, AI adoption in HR creates ripple effects throughout the organization:

• Leaders gain more time for strategic initiatives and employee development
• HR professionals can focus on relationship-building rather than paperwork
• Employees experience faster response times and more personalized support

The end goal isn't to replace the human element of HR but to enhance it. By leveraging AI to reduce administrative burdens and inform better decisions, we free up time for the "human" side of HR – the empathy, judgment, and relationship-building that remain at the core of our profession.

By addressing these concerns head-on with pragmatic steps, we can help our profession make this transition confidently, creating a future where AI serves as our co-pilot rather than our replacement. After all, in the words of MIT Economic Professors Andrew McAfee and Erik Brynjolfsson, "the most powerful will be not only humans or machines but humans + machines."