Step 2: Take a “human-in-the-loop” approach
To adopt AI, you have to first recognize its limitations. The way to handle the risks – like bias, privacy, or “hallucinations” – is with human oversight.
Connie shared a real-life example of using an AI tool to calculate new hire satisfaction scores:
“I downloaded the raw data from Workday and threw it into Gemini. It said 38%. I was like, no. That makes no sense. You needed that human to really know the context to be able to say that doesn’t sound quite right.”
Beyond accuracy, AI can’t replace connection. Annie shared a story about a younger relative who began using generative AI as a “friend,” only to realize its limitations when it failed to remember their interactions.
“Nothing replaces human connection. AI stands for artificial intelligence. It doesn’t have feelings. It doesn’t care about you.” – Annie Diiorio, HR manager, Canidium
Today, AI is a tool that frees up HR time to build genuine connection, not a stand-in for it.
The G-P difference and why global HR needs verified AI
The stakes are high for HR leaders managing employees around the world.
An AI “hallucination” isn’t just an error – it’s a compliance risk. General AI tools pull directly from the internet, which is full of conflicting, outdated, and incorrect information.
This is where an expert-vetted AI becomes increasingly important.
“I never Google things anymore about international employment law because there’s so much out there, and I don’t know what to trust,” explains Annie. “So it’s really helpful just to use G-P Gia™ as the AI source for international questions.”
And that’s why G-P built Gia. Unlike general-purpose AI, Gia is built on a proprietary knowledge base to give you employment law guidance you can trust. It offers verified answers and cites its sources, giving HR leaders the confidence they need to make high-stakes decisions.
But what’s verification without speed to match? With Gia, you don’t have to wait for answers. Our agentic AI was designed to save HR professionals hours of work.
The true power of verified AI is turning high-risk compliance research into a two-minute task.
Step 3: “Try it, but read it”
HR leaders moving toward an AI-powered workplace should have one goal: Use judgment when it comes to the output.
AI tools are easy to build and use, helping you quickly move from “fear” to “confidence.” The winning strategy for adoption and integration? Just dive in.
“Anyone that hasn’t given AI a try, just try it, and you’ll see how much it can do for you.” – Annie Diiorio, HR manager, Canidium
The process is simple, but Annie also cautions the importance of the human touch for any AI user. For example, many jobseekers use AI to tailor resumes to job descriptions. While it’s an acceptable practice, candidates don’t always review the output and leave in AI prompts like “[insert your skills here]” in the final document.
“I think it’s [AI] an incredibly helpful tool. But if [candidates aren’t] going to proofread it, it just throws it out the window for me because that shows a lack of attention to detail.”
The HR of tomorrow needs human judgment, contextual awareness, and compliance expertise. AI is the tool that helps HR professionals deliver on that promise.
See Gia in action
Learn how our agentic AI for global compliance gives you verified answers to your toughest HR questions across 50 countries and all 50 U.S. states.