Especialistas en Recursos Humanos
Negocios y FinanzasExposición a la IA
- Fuente de datos: BLSPublicado: 2026-08
Muy alto· relativa
BajoCuatro bandas relativasMuy altoValor por grupo ocupacional
Escala, base y fuente
Cuatro bandas relativas (Bajo / Moderado / Alto / Muy alto)
831 ocupaciones detalladas de la tabla de proyecciones de empleo de BLS. El valor se asigna por código de la National Employment Matrix (NEM), de modo que las ocupaciones que comparten un código NEM reciben la misma banda
- Fuente de datos: AnthropicPublicado: 2026-03
0.403
0.000Rango de los valores aquí recogidos0.745Escala, base y fuente
Índice de exposición observada, 0–1 tal como se publica
Mapeado sobre tareas de O*NET
- Fuente de datos: ILOPublicado: 2025
0.45
0.09Rango de los valores aquí recogidos0.70Valor por grupo ocupacional
Escala, base y fuente
Índice de exposición a la IA generativa, 0–1 tal como se publica
Grupo primario de la CIUO-08 — todas las ocupaciones con ese código reciben este valor
Calculado por este sitio, no publicado por la OIT: de las 1012 ocupaciones que este sitio vincula al conjunto de datos de la OIT, un 25% alcanza o supera este valor.
Qué tipo de cifra publica esta fuente
La categoría de BLS es un rango relativo, no un nivel absoluto, y tampoco es una medición de primera mano: agrupa en cuatro bandas los rangos percentiles de la ocupación en varios estudios publicados. No es una previsión de empleo ni de salarios, no es una probabilidad de adopción y no distingue entre automatización y aumento.
Task-level exposure
Solo tareas expuestas| Task | Claude.aiRaw / share % |
|---|---|
Contact job applicants to inform them of the status of their applications.13-1071 | 0.018022.6 |
Interpret and explain human resources policies, procedures, laws, standards, or regulations.13-1071 | 0.010413.0 |
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.13-1071 | 0.009011.4 |
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.13-1071 | 0.008410.6 |
Review employment applications and job orders to match applicants with job requirements.13-1071 | 0.00779.7 |
Interview job applicants to obtain information on work history, training, education, or job skills.13-1071 | 0.00465.8 |
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).13-1071 | 0.00354.4 |
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.13-1071 | 0.00293.6 |
Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.13-1071 | 0.00253.1 |
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.13-1071 | 0.00232.8 |
| Not observed on any surface — 9 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. | |
Conduct exit interviews and ensure that necessary employment termination paperwork is completed. | —0 |
Confer with management to develop or implement personnel policies or procedures. | —0 |
Develop or implement recruiting strategies to meet current or anticipated staffing needs. | —0 |
Hire employees and process hiring-related paperwork. | —0 |
Schedule or conduct new employee orientations. | —0 |
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. | —0 |
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs. | —0 |
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel. | —0 |
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. | —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