AI and the Employee Lifecycle: Why Human Oversight Still Matters

Alt-text: Flowchart illustrating stages of the Employee Lifecycle

AI has the potential to transform the employee experience, from the very first touchpoint to long after someone has left the organisation

As a Consultant specialising in ‘Inclusive Leadership and AI’, I believe every stage of the employee lifecycle offers touchpoints and opportunities for HR to build and strengthen engagement and trust and to enhance (not replace), human connections.

This could mean using AI to complete low-value (repetitive) tasks, or to assist in higher-value activities such as strengthening relationships, drafting personalised messages, or suggesting ideas for handling meaningful life events including parental leave, weddings, caregiving or bereavement.

With touchpoints at every stage of the employee lifecycle, CHROs and HR leaders are uniquely positioned to:

• Boost morale and retention

• Deepen relationships with colleagues

• Increase visibility and relevance

• Develop strategies to encourage AI Literacy and Responsible AI

Taken together, these actions increase the likelihood that in addition to IT, the HR dept is among the first the CEO calls on when shaping AI strategies, positioning CHROs as strategic partners on the executive bench.

How AI can enhance the Employee Lifecycle (always with human oversight) 

1.  Sourcing and Discovery - AI tools can identify high-potential candidates from diverse backgrounds, including surfacing “shy” candidates often overlooked by traditional recruitment methods. Used well, AI can bypass proxies such as universities, locations and/or previous employers, which often perpetuate existing inequalities and stereotypes.

From my own executive search experience, some of the best candidates I’ve met are “shy” candidates who rarely post on LinkedIn and whose profiles undersell them 

Since Large Language Models (LLMs) are trained to detect patterns, not inclusion (think probability not inclusivity), human oversight is essential at this stage, particularly when paired with algorithms that focus on skills and experience rather than brand names or proxies like universities and previous employers.

2. Recruitment and Interviews - Automated CV screening, shortlisting and scheduling are currently freeing time for meaningful human interaction and improving recruitment velocity. However, AI risks excluding non-traditional candidates if their behaviour or responses (especially during recorded interviews), do not align with training datasets.

This stage is also where complaints about AI surface. Organisations risk losing trust if AI is used to assess behaviour or communication style without human oversight and transparency.

3. Onboarding - Chatbots can be useful for answering FAQs, while AI-powered onboarding platforms can personalise learning journeys from day one. Rather than a ‘one-size-fits-all’ onboarding experience, AI can tailor (onboarding) content to individual roles and adapt to different learning styles and cultural backgrounds. This fosters inclusion and builds confidence early on.

4. Engagement & Wellbeing – Gone are the days when engagement surveys piled high, untouched in filing cabinets. Today, AI-driven pulse surveys and sentiment analysis provide leaders with real-time insights into morale, highlighting early signs of burnout and suggesting interventions. However, AI alone will not improve things. AI can assist, but leaders who lead with empathy get the best out of their teams. Human intervention is also important because promoting the fact that you’re a data driven organisation is all well and good, but what datasets underpin your AI tools?

5. Performance Management - AI can track goals, feedback and development plans, but without human oversight it risks perpetuating the privileges and inequalities embedded in incomplete or biased datasets, often disadvantaging women and/or those from other marginalised groups. However, when paired with inclusive leadership, AI can support continuous growth, reduce bias in appraisals and encourage promotion or stopgaps such as bonuses or growth projects.

6. Exit – Like engagement surveys, exit surveys contain valuable insights that are often underused. Many leaders avoid uncomfortable truths yet feedback from departing employees offer organisations an opportunity to improve. The greater risk lies with employees who remain silent and quit unexpectedly, immediately changing team dynamics which in of itself, can sometimes trigger a domino effect. While AI can help by analysing feedback and identifying patterns for improvement, leaders must be willing to act on these findings.

7. Alumni - Alumni can be some of the best support networks and most powerful brand ambassadors, as universities have long understood. Organisations should adopt a similar mindset, maintaining positive relationships with former employees rather than closing the door once people leave especially after significant investment in their development. In my recruitment experience, I have met many candidates who regretted leaving, but due to the way they were treated on departure, saw no way back nor would they encourage others to apply. 

Few organisations invest in alumni networks, yet former employees often know the culture far better than any external recruiter or LinkedIn algorithm and can help identify “shy” candidates within their networks who on paper and AI, may not surface. In addition, smart AI powered alumni platforms can strengthen candidate pipelines, recommend former employees for new roles, and encourage positive Glassdoor reviews.

AI is not a silver bullet, and organisations must train users to act responsibly. However, when paired with inclusive leadership, AI can become a powerful ally in creating workplaces where everyone can thrive throughout the employee life cycle. To achieve this, leaders must build a culture where AI is used wisely, responsibly, ethically and always with humanity at its core.

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If you’d like to learn more about embedding AI Literacy and Responsible AI in your organisation, then please free to contact me on LinkedIn or, visit ExecutiveGlobalCoaching.com to learn more about how we work

Subscribe below to receive an alert as soon as I publish new editions of my LinkedIn newsletters or, to read previous editions:

1. Responsible AI - (this one) Putting People and Culture at the heart of AI Strategy.

2. Leading with Emotional Intelligence (EQ)

3. Inclusive Leadership in the era of AI