HR Barometer 2025 - Implementation of AI in HR

AI has already been firmly embedded in business domains such as IT, marketing, and customer service, but adoption within HR is lagging behind. This is not due to resistance, but rather to a cautious, step-by-step approach. Concrete AI projects in HR have a low priority due to many other challenges. However, HR leaders are open to AI and do not see it as a passing trend or a threat to human intelligence. These are the main findings of the 11th edition of the HR Barometer, an annual survey conducted by Vlerick Business School and Hudson among 123 of the 250 largest Belgian employers.

What stands out is that none of the HR directors consciously decides to exclude AI. There is extensive experimentation, albeit with small, controlled steps. However, 59% state that AI is hardly or only partially used, and 58% find the adoption too slow. Additionally, 24% lack a clear AI strategy within HR.

The biggest challenges do not lie in ethical issues, regulations, or a lack of trust, but rather a lack of expertise, budget, time, and qualitative data, which are seen as the biggest stumbling blocks to broader AI implementation in HR.

The strategy for AI implementation varies greatly: only 3% opt for full integration, while 45% implement AI in phases. Additionally, 14% focus on only a few administrative processes, and another 14% are waiting for more knowledge about the technology. Currently, AI is primarily used for content creation, such as job descriptions and videos (69%). More complex applications, such as predictive algorithms for CV analysis and turnover predictions (14%), HR process automation (18%), and chatbots for communication (25%), remain less common for the time being.

AI is mainly seen as a tool for value creation (48%) rather than cost savings (29%). Improving the 'employee experience' is therefore the biggest driver.

Most AI applications are found in recruitment (70%) and HR operations (60%), followed by job architecture (52%), selection (50%), and L&D (46%). Talent management (17%) remains the least impacted by AI for now.

Additionally, HR plays a key role in the broader AI transformation within organizations. This is mainly through AI training (46%), knowledge sharing (40%), and attracting talent with AI skills (39%). In this way, HR is evolving into a strategic partner in the digital transition.

The impact of AI on employment remains a highly debated topic. Nearly half of HR directors do not expect job losses within their organization due to AI, while only 20% believe the impact will be significant. This underscores that AI is not meant to replace employees, but rather to support and enhance them.

With the emergence of stricter regulations such as the Artificial Intelligence Act, it is becoming crucial for HR to define a strategic path. AI applications in HR are considered high risk, which means that transparency, ethics and human supervision are absolute priorities. This calls for a thoughtful approach in which HR finds the balance between innovation and compliance.

The HR Barometer is a yearly initiative by Vlerick Business School and Hudson. This online survey was administered to the 250 HR managers and directors of Belgium’s largest for-profit organizations. In total, 123 organizations participated in the survey. This research was led by Ellen Volckaert (Hudson Benelux) and Professor Dirk Buyens (Vlerick Business School).

Contact us or register for free for our webinar on Tuesday, April 29, 2025 where we will share the results of the HR Barometer to give you an insight into what's happening in HR in Belgian organizations. We welcome two survey respondents (Ethias & Lunch Garden) as guest speakers to give their testimony.