Human Resources Specialists
Business & Financial OperationsAI exposure
- Data source: BLSPublished: 2026-08
Very high· relative
LowFour relative bandsVery highGroup-level value
Scale, basis and source
Four relative bands (Low / Moderate / High / Very high)
831 detailed occupations in the BLS Employment Projections table. Assigned per National Employment Matrix (NEM) code, so occupations sharing a NEM code carry the same band
- Data source: AnthropicPublished: 2026-03
0.403
0.000Range of values carried here0.745Scale, basis and source
- Data source: ILOPublished: 2025
0.45
0.09Range of values carried here0.70Group-level value
Scale, basis and source
Generative AI exposure index, 0–1 as published
ISCO-08 unit group — every occupation sharing the code gets this value
Computed by this site, not published by the ILO: of the 1,012 occupations this site links to the ILO dataset, 25% score at or above this value.
What kind of figure this source publishes
The BLS category is a relative rank, not an absolute level, and it is not a first-hand measurement: it groups an occupation's percentile ranks across several published studies into four bands. It is not an employment or wage forecast, not a probability of adoption, and it does not separate automation from augmentation.
Task-level exposure
Exposed tasks only| Task | Claude.aiRaw / share % | APIRaw / share % |
|---|---|---|
Interpret and explain human resources policies, procedures, laws, standards, or regulations.13-1071 | 0.010050.0 | 0.00000.0 |
Advise management on organizing, preparing, or implementing recruiting or retention programs.13-1071 | 0.010050.0 | 0.00000.0 |
Contact job applicants to inform them of the status of their applications.13-1071 | 0.00000.0 | 0.010025.0 |
Analyze employment-related data and prepare required reports.13-1071 | 0.00000.0 | 0.00000.0 |
Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.13-1071 | 0.00000.0 | 0.00000.0 |
Interview job applicants to obtain information on work history, training, education, or job skills. | —0 | 0.030075.0 |
Review employment applications and job orders to match applicants with job requirements. | —0 | 0.00000.0 |
| Not observed on any surface — 19 task(s) — These tasks have no row in the source for this release. The 0 in the share row is a display-stage composition ratio; absence is what the — in the raw row states. | ||
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. | —0 | —0 |
Conduct exit interviews and ensure that necessary employment termination paperwork is completed. | —0 | —0 |
Confer with management to develop or implement personnel policies or procedures. | —0 | —0 |
Develop or implement recruiting strategies to meet current or anticipated staffing needs. | —0 | —0 |
Hire employees and process hiring-related paperwork. | —0 | —0 |
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. | —0 | —0 |
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. | —0 | —0 |
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). | —0 | —0 |
Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals. | —0 | —0 |
Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues. | —0 | —0 |
Schedule or conduct new employee orientations. | —0 | —0 |
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. | —0 | —0 |
Conduct reference or background checks on job applicants. | —0 | —0 |
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. | —0 | —0 |
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs. | —0 | —0 |
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed. | —0 | —0 |
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel. | —0 | —0 |
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. | —0 | —0 |
Administer employee benefit plans. | —0 | —0 |
Values in this tab are predicted labels, not observations. Eloundou et al. (2023) published two rating regimes — human raters and GPT-4 — and the β shown here is derived from the GPT-4 rater basis alone; the same task can take a different value under the other regime. The unit and the meaning differ from the observed shares (%) in the other tabs, so do not place them on the same axis.
| Task | βE1 + 0.5 × E2 |
|---|---|
Conduct exit interviews and ensure that necessary employment termination paperwork is completed.O*NET Task ID 18854 | 1.0 |
Contact job applicants to inform them of the status of their applications.O*NET Task ID 18857 | 1.0 |
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.O*NET Task ID 18860 | 1.0 |
Interpret and explain human resources policies, procedures, laws, standards, or regulations.O*NET Task ID 18861 | 1.0 |
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.O*NET Task ID 18863 | 1.0 |
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).O*NET Task ID 18864 | 1.0 |
Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.O*NET Task ID 18866 | 1.0 |
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.O*NET Task ID 18876 | 1.0 |
Analyze employment-related data and prepare required reports.O*NET Task ID 18853 | 0.5 |
Conduct reference or background checks on job applicants.O*NET Task ID 18855 | 0.5 |
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.O*NET Task ID 18852 | 0.0 |
β = E1 + 0.5 × E2 · E1 = tasks where direct LLM access alone cuts time by at least 50%, E2 = tasks where software built on top of an LLM cuts time by at least 50%. Values take only 0 / 0.5 / 1.0.
Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page