In 2025, 76 % of HR professionals express a frustration linked to the weight of administrative tasks. Today the employee experience becomes as strategic as customer experience!
At a time when employee experience becomes as strategic as customer satisfaction, HR services are faced with a double challenge: meet increasing expectations with often limited means. In 2025, 76 % of HR professionals express a frustration linked to the weight of administrative tasks, which continue to dominate their daily lives, to the detriment of human support and the development of talent. In this context, HR chatbots are no longer involved in the technological gadget. They impose themselves as powerful levers to automate recurring requests, fluidify internal exchanges and refocus the HR teams on what makes the heart of their profession: humans.
Artificial intelligence at the service of the daily work of employees
Faced with a rapid development of expectations and work environments, human resources departments are today a decisive turning point. Between increasing expectations of employees, budgetary constraints, CSR, digital transformation of tools and talent war, the HR function must be reinvented. At the heart of this change: the employee experience, now considered a strategic lever for loyalty and performance.
In this context, automation by conversational agents – or chatbots – is no longer a luxury or technological curiosity, but a concrete and operational solution. Responding, in real time, to the most common needs of employees: leave, internal regulations, telework policy, securities, training, mutual, costs of expenses, etc. is part of the missions of chatbots. These questions, often simple but numerous, represent an invisible but very real charge for the HR teams.
A well -configured chatbot is capable of automatically responding to more than 70 % of HR requests at level 1, from the first weeks of deployment². These virtual assistants are accessible 24 hours a day, on mobile as on desktop, via the usual communication channels (teams, slack, intranet, etc.), which facilitates access to information for all employees, including those with offbeat times, mobility or on unconnected sites. 64 % of field employees prefer to go through a virtual assistant rather than a conventional HR portal³.
The profits are immediate: employees find their answers more quickly, HR saves time and refocus on humans, talent management or quality of life at work. Like any technological solution, the efficiency of the chatbot will also depend on its implementation: if it is poorly fueled or little promoted internally, its impact will remain limited.
A strategic role in a changing environment
In 2025, HR chatbots are no longer simple automation tools. They become partners in the transformation of organizations. Thanks to the progress of AI, in particular generative, they are no longer content to answer a closed question: they can reformulate an imprecise demand, understand intentions, suggest additional content, and even guide the employee in his administrative procedures.
Their ability to centralize and redistribute HR information also makes them precious allies of internal communication. In a multi -site group or a partial teleworking company, the HR chatbot can ensure the consistency and homogeneity of messages, while customizing the experience according to the user profile. 65 % of HRDs believe that artificial intelligence will play a decisive role in the transformation of their function within two years⁴. In parallel, 77 % of HR professionals cite time saving and fluidification of exchanges such as the main advantages of conversational agents.
These tools are increasingly integrated into existing HR ecosystems: interconnected at SIRH, intranets, knowledge bases or training platforms, they become “unique interfaces” between employees and the various services of the company. In this, they promote more efficient, more fluid and more inclusive HR management.
And the candidates are not to be outdone. In the recruitment phase, some chatbots are already accompanying applicants: response to frequent questions, maintenance simulation, writing CV or motivation letter … In 2024, 58 % of applicants declared themselves favorable to the use of a virtual assistant in the application process, provided that the company proves transparency on the use of artificial intelligence⁶. This requirement will also become a legal obligation by 2026, with the entry into force of European regulations on AI. However, humans remain essential: 51 % of applicants wish to be able to interact with a recruiter throughout the course, recalling that efficiency is based on a fair balance between automation and human contact.
The chatbot, a facilitator more than a substitute
It would be reductive to see the HR chatbot as a replacement tool. It does not remove the HR function, it lightens it from its repetitive tasks. It does not dehumanize exchanges, it improves its fluidity. In reality, the chatbot is a lever for engagement and simplification, at a time when employees require immediate, accessible and personalized responses.
In 2025, deploying an HR chatbot is no longer a technological bet, but a real strategic choice, that of agility, inclusion and confidence. In a world of perpetual reinvention work, it is precisely this CAP which the HR function needs the most to stay aligned with the expectations of employees and the challenges of tomorrow.
Because beyond the tool, it is the promise of a fluid and responsive dialogue between the company and its collaborators that emerge. A dialogue where technology, far from replacing humans, supports it, amplifies and releases it. The Chatbot HR, well thought out and well integrated, is therefore not a gadget: it is a new interface of the social ties in the company.
Sources:
- 1: According to the daily HR barometer 2025
- 2: According to Emerton Data (2024)
- 3: According to Gartner (2023)
- 4: According to Pwc France “HRD increased” (2024)
- 5: According to Myrhline (2024)
- 6: According to Workable
- 7: According to Workable
