Signal RoseIn a growing business, HR is often one person, or an owner doing it on the side. The work is a mix of writing (job posts, offer letters, policies), answering the same questions ("how much PTO do I have left?"), and onboarding people without dropping anything. AI can take a lot of the first-draft work off that pile. Hiring decisions are a different story, and the rules there are getting stricter. Here's where we'd start.
Where the week goes
- Writing and updating job descriptions and postings.
- Scheduling interviews and sending candidate updates.
- Onboarding new hires: checklists, welcome emails, first-week plans.
- Answering repeat policy questions from employees.
- Drafting and updating the handbook and policies.
- Preparing for reviews and writing feedback.
AI uses worth trying first
| Task | What AI does | Who checks it | Effort to start |
|---|---|---|---|
| Job descriptions | Drafts a clear, inclusive posting from your notes on the role | The hiring manager and HR | Low |
| Candidate communication | Drafts interview invites, updates and polite rejections | HR before sending | Low |
| Onboarding plans | Builds a first-week checklist and welcome email for each role | The new hire's manager | Low |
| Policy answers | Lets employees ask handbook questions and get answers that cite the policy | HR keeps the handbook current | Medium |
| Handbook drafts | Drafts or rewrites policies in plain English | HR, and employment counsel for anything legal | Medium |
| Review prep | Organizes a manager's notes into a structured draft | The manager, who owns the final words | Medium |
Where to be careful: AI in hiring decisions
Using AI to write is low risk. Using AI to screen, rank or reject candidates is where the legal risk sits. Tools that score résumés or analyze video interviews can carry bias from the data they learned on, and several US laws now address this directly.
What isn't worth the money yet
- Automated résumé screening for a small hiring volume. If you hire a handful of people a year, reading applications yourself is usually faster and safer.
- AI deciding who gets interviewed, promoted or let go. Keep those decisions with people.
- Putting employee medical, performance or pay details into consumer AI tools.
Rules to know before you start
- Illinois (effective 1 January 2026). HB 3773 amended the Illinois Human Rights Act. Employers may not use AI in recruitment, hiring, promotion, discipline, discharge or other employment decisions in a way that has the effect of discriminating on the basis of a protected class, may not use zip codes as a proxy for protected classes, and must give employees notice when AI is used for these purposes. As of this writing, the Illinois Department of Human Rights has not finalized rules on exactly how that notice must be given, so check for updates.
- New York City (Local Law 144). Employers and employment agencies using an automated employment decision tool for NYC candidates or employees must have a bias audit done within the past year, publish a summary of the results, and give required notices before use. The city began enforcing it in July 2023.
- Other states have passed or are considering similar laws. Federal anti-discrimination law applies to hiring decisions however they're made.
- Employee privacy. Decide what employee information may never go into AI tools, and use business plans with model training on your data turned off.
This is general information, not legal advice. Check with employment counsel before using AI in any hiring or employment decision.
Your first week
- List the five HR tasks that take the most time each month.
- Write a short AI policy for HR: approved tools, what employee data never goes in, and that people make all employment decisions.
- Start with a writing task, like job descriptions or onboarding checklists.
- If you use any tool that screens or scores candidates, check whether Illinois, NYC or other state rules apply to you.
- Measure time spent before and after.
Questions HR professionals ask
What are the best AI tools for HR?
For a small team, start with a general AI assistant on a business plan for drafting, plus AI features in your HR or payroll software. Be much more cautious with tools that screen or rank candidates. We don't take commissions on any tool.
Are there free AI tools for HR?
Many general AI assistants have free versions, but employee information deserves a business plan with training on your data turned off.
Is it legal to use AI in hiring?
It depends on where you and your candidates are and how the tool is used. Illinois now requires notice and bans discriminatory use, and New York City requires bias audits and notices for automated decision tools. Talk to employment counsel first.
Can AI write our employee handbook?
It can produce a good first draft in plain English. Employment law varies by state, so have counsel review it before it's final.
Related
Sources
- NYC Department of Consumer and Worker Protection, Automated Employment Decision Tools: https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page
- NYC DCWP, AEDT Frequently Asked Questions (PDF): https://www.nyc.gov/assets/dca/downloads/pdf/about/DCWP-AEDT-FAQ.pdf
- Illinois General Assembly, Public Act 103-0804 (HB 3773): https://www.ilga.gov/legislation/publicacts/fulltext.asp?Name=103-0804
Last reviewed 30 September 2026. This page is general information, not legal advice.