Workforce Management In 2022: How AI Is Changing The World Of Work

Imagine you’re an employee who works in a specialized field with enough experience to easily start taking on consulting roles. Let’s say you start getting offers to consult with other companies. You want to keep working at the company you are employed at, but you want to take on a contract role so you can also consult at other companies and expand into your own independent contracting business.

Now imagine how you’d feel when the company tells you that this transition, due to their inefficient systems, would be too much paperwork under an already-too-tall stack of paperwork for their HR department. Do you stay an employee at a fixed salary, or do you resign and begin taking on big contracts from companies who are so grateful you’re able to do this service for them?

The workforce is changing. Many employees are no longer content with a 9-5 job in the same office from Monday to Friday. They want more flexibility, and companies are struggling to keep up. In 2022 and beyond, AI will play a huge role in workforce management. Here are just a few of the ways AI is changing the world of work and how it can help businesses manage their workforce more effectively.

1)  Allowing employees to transition to contract roles easily

The story at the beginning of this article is based on a true story and the very real experience of a professional working in 2022. With more professionals looking to work independently and the ability to do so easier than ever, businesses need to be able to adapt.

Don’t let antiquated systems turn your HR department obsolete. We need real connection in the workplace, and we need people leading this within the company to not be sitting under piles of poorly managed 1099s and invoices. Aspects of HR are becoming more essential in today’s business environment, while other aspects have no reason to not be automated and running smoothly.

If a company’s primary roadblock to success is an overworked HR department, it is likely time to invest in some form of AI. There are many platforms available that can automate various HR processes, from onboarding to payroll. These platforms, like GreenLight, can make it easier for employees to transition into contract roles and can also help with compliance issues.

AI helps humans, it doesn’t replace them

A recent HR Executive article, AI Will Make Traditional HR Extinct, writes, “Successful adoption of AI enables HR teams to spend more time on the “human” part of human resources—listening to employees’ voices and supporting their wellbeing—a winning situation for everyone.”

While some may see AI as a way to replace the human element of HR, it is important to remember that an AI is a tool to be used for humans by humans. It should not be seen as a replacement for humans, but rather as a way to help them do their jobs more effectively and avoid extinction. 

In 2020, MIT conducted thorough research on Artificial Intelligence and the future of work. They concluded that “recent fears about AI leading to mass unemployment are unlikely to be realized. Instead, we believe that—like all previous labor-saving technologies—AI will enable new industries to emerge, creating more new jobs than are lost to the technology.” To learn more, check out our article, 5 Things You Need to Know About AI and the Future of Work.

2) Helping managers match employees and contractors with the right roles and projects

Many companies are using internal mobility programs, or the movement of workers within an organization, in order to retain top talent. AI is being used to help place employees and contractors in the right roles and projects within an organization.

A recent Forbes article writes, “As the Great Resignation puts retention at the top of everyone’s to-do list, one thing employers may overlook is the importance of internal career growth. Companies often unintentionally give preference to external candidates while overlooking internal talent. Investing time and energy in developing tools like career paths that encourage internal growth is one way to help support talented employees.”

As the workforce continues to change, so do the roles within a business.

AI can assist businesses in matching employees and contractors to the right assignments and projects effortlessly. AI is capable of assisting businesses in keeping track of their staff’s performance and abilities. This data may be used to match workers with appropriate responsibilities and projects.

For example, if an employee is skilled in customer service, but they’re currently working on a project that doesn’t require customer service skills, AI can help identify this and suggest a different role should there need to be a shift.

3) Automating hiring processes and creating compliance infrastructure

There are many workforce management software programs available that can help businesses automate the hiring process, from sourcing candidates to scheduling interviews to on-boarding new hires.

When it comes to hiring, many businesses are still using an antiquated system of sifting through resumes and applications. This process is not only time-consuming, but it’s also ineffective. With AI, businesses are creating a talent pool of qualified candidates that they can easily access when there’s a vacancy.

Within hiring, AI is able to give you insights into diversity, equity, and inclusivity. AI can help you create a more diverse workforce by identifying unconscious bias in your hiring processes. 

AI helps reduce misclassification risk

Compliance is a huge issue for businesses, and AI can help you stay on top of it. AI helps avoid worker misclassification by automating the process of thoroughly and consistently verifying classification.

Our AI uses more than 50 data points to determine a worker’s proper classification. When you use GreenLight’s AI-powered worker classification, our AI algorithm determines the correct worker classification. In order to mitigate compliance risk, we either make them an employee of GreenLight, or we contract them as an approved contractor. 

As an automated system, AI can provide better results than humans alone. You still have an obligation to understand how worker classification plays out in your organization, but using AI means you’ll be prepared to support any risk assessment claims with legitimate data. To learn more, check out our article, Why AI Solves the Biggest Compliance Concern For HR Managers.

4) Utilizing AI is easier than you think

Some new technology may sound helpful, but often people don’t make the change because the tool is too difficult to implement. When it comes to certain new AI platforms and tools, utilization is much more simple than you’d expect. GreenLight, the world’s first AI-driven classification engine, is safe and simple to use.

GreenLight’s innovative system uses all of the data and industry knowledge at our disposal in order to classify workers with an exceptionally high level of confidence. We’re classification experts who rigorously update and maintain our systems in compliance with the most recent laws, mandates, and court rulings.

With GreenLight, all you have to do is find the right person for the job. We’ll handle the rest. Schedule a demo today.

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Jason Posel

Jason Posel

Founder and CEO of, Jason Posel is a sought-after expert in issues related to technology innovation in contingent workforce management, the gig economy, and the Future of Work. London > Atlanta > Miami > Palo Alto > Miami

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