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Purpose This article aims to discuss how HR leaders can use artificial intelligence (AI)-enabled human resource management (HRM) tools more carefully when recruiting, onboarding and developing skilled migrants. It argues that skilled migrants are often not short of ability; rather, their overseas experience, communication style and workplace expectations may be misread through local assumptions about “fit”. Design/methodology/approach The article draws on research on skilled migrant careers, employee voice and AI-enabled HRM, together with practice-based observations from migration-related advisory work. Findings AI-enabled HRM may help organisations recognise transferable skills and monitor unequal access to development opportunities. However, it may also reinforce exclusion if local experience, familiar keywords, meeting visibility or self-promotion are used as shortcuts for competence and potential. Practical implications Human resources (HR) leaders should use AI-enabled HRM to ask better questions, not simply to screen faster. Particular care is needed when interpreting overseas experience, employee silence, local experience requirements and career development data. Originality/value The article offers practical guidance for HR leaders seeking to move skilled migrants from formal employment to meaningful workplace inclusion.
Bo Zhang (Sat,) studied this question.