A working guide to how AI shows up across recruiting, employee experience, and workforce analytics — built for Michigan HR teams weighing where to start and what to govern.
Four objectives frame the conversation with any Michigan HR team.
Understand AI in HR
Explore Michigan applications
Review legal & ethical issues
Build an implementation roadmap
AI automates and augments recruiting, onboarding, engagement, learning, analytics, and workforce planning.
The sectors this guide draws examples from.
Recruiting, employee experience, and analytics — where most Michigan pilots begin.
Every benefit on this list comes with a risk to manage alongside it.
The frameworks any Michigan HR team should review before scaling AI use.
A recruiting pilot from Michigan's manufacturing sector.
A Michigan manufacturer reduced time-to-fill by using AI in recruiting — while validating fairness and keeping recruiter review in the loop.
Six steps, in order — skipping ahead is the most common failure mode.
The five metrics that tell you whether a pilot is working.
Days from opening a role to an accepted offer.
Total recruiting spend divided by hires made.
Share of hires still employed after a set period.
How applicants rate the hiring experience.
Performance and fit of hires after they start.
Four trends worth watching over the next planning cycle.
Drafting job posts, summaries, and communications.
Systems that carry out multi-step HR tasks with oversight.
Mapping what people can do, not just their titles.
Forecasting workforce needs before they're urgent.
Where to go deeper.
Questions on any section — recruiting, governance, or where to start piloting — are the point of this resource.