Are you ready for AI?

-



Are you ready for what’s next? Yes, The power of AI technology is already here and will slowly differentiate jobs, businesses and how we service our clients needs. Where do you need to grow, can you start to incorporate new technology that’s easy to adopt and fits any budget? How can you upskill your team? There are several entirely free tools out there that are great to work with, with limited features.  Not a bad way to start your AI learning journey.  

Here are a couple of AI-Powered HR Tools for Small Businesses to consider.

100% Free or Free-Tier AI HR Tools

1. Recruiting & Hiring

  • Manatal (Free Trial + Limited Free Plan) – AI-powered ATS with candidate scoring and job posting.
  • Jobalytics (Free Chrome Extension) – AI-powered resume keyword optimization for hiring.
  • SmartRecruiters (Free for Small Teams) – AI-assisted recruiting with limited users.

2. Employee Engagement & Communication

  • Officevibe (Free Plan Available) – AI-powered pulse surveys and engagement tracking.
  • Slack AI (Free in Slack Free Plan) – AI-powered search and message summarization.
  • Zoho Cliq (Free Plan) – AI-powered internal chat for team communication.

3. HR Automation & Compliance

  • Zoho People (Free for up to 5 users) – Basic HR management with automation.
  • Homebase (Free for 1 location) – AI-assisted scheduling, time tracking, and compliance tools.
  • Factorial HR (Free Trial, Some Free Features) – AI-powered HR workflow automation.

4. Learning & Development

  • EdApp (Free Plan) – AI-powered microlearning platform for training.
  • Coursera for Business (Some Free Courses) – AI-driven learning recommendations.
  • LinkedIn Learning (1-Month Free Trial) – AI-powered skill-building.

5. Chatbots & Virtual HR Assistants

  • Chatbase (Free Plan Available) – AI chatbot for HR FAQs, employee self-service (limited messages).
  • Leena AI (Free Trial) – AI-powered HR chatbot for onboarding and support.
  • ChatGPT (Free Version via OpenAI or Slack/Teams) – AI assistant for HR inquiries and automation.

If you’re ready to introduce AI into your small business but aren’t sure where to start, we can help! Contact us at BizCoachGurus to create policies, training, and strategies that align AI with your growth goals.

👉 Fill out this quick form to get our FREE AI policy checklist: Click here to fill out the FREE AI checklist request form

Let us help you develop your team and create tech and AI tools to support them and your business.  If you’re looking to take the next step in building an efficient HR function that supports your business growth, fractional HR services could be the solution you’ve been waiting for. Visit www.bizcoachgurus.com today to learn how our expert HR professionals can provide the support your business needs.

Contact us today at BizCoachGurus.com to learn how we can help you build a workforce that stays and succeeds!

📩 Email: BizCoachGurus@gmail.com
📞 Call: 347-693-3399
🌐 Visit: www.BizCoachGurus.com

Comments

Post a Comment

Popular posts from this blog

Starting an HR Department: A Guide for Small Businesses

-
Image
As a small business grows, it becomes increasingly important to establish a dedicated Human Resources (HR) department. Having an HR function ensures that your organization complies with labor laws, supports employees, and fosters a positive workplace culture. However, building an HR department from scratch can be a daunting task for small businesses. This guide will help you understand the essential steps to create an HR department that can support both your current needs and your growth. 1. Assess Your HR Needs Before you dive into creating an HR department, it’s important to understand your organization’s current and future needs. Start by evaluating the size of your company, the nature of your workforce, and the complexities of your operations. If your company has fewer than 50 employees, your HR needs may be relatively basic, such as handling payroll and recruiting. However, as your company grows, you may need to focus on compliance, employee relations, and benefits administration....
Read more

🧑‍🎓 Hiring Interns: Do You Have to Pay Them? A Legal Guide for Employers

-
Image
  🧑‍🎓 Hiring Interns: Do You Have to Pay Them? A Guide for Employers Hiring interns can be a win-win—offering students real-world experience while giving your business fresh energy and ideas. But before you bring on an intern, it’s critical to understand the federal guidelines and state laws that determine whether an internship must be paid or can legally be unpaid. Here's what every business should know to stay compliant—and protect both your interns and your organization. ⚖️ Federal Guidelines: The “Primary Beneficiary Test” The U.S. Department of Labor (DOL) uses a “Primary Beneficiary Test” to determine whether an intern is considered an employee under the Fair Labor Standards Act (FLSA). If the intern is legally an employee, they must be paid at least minimum wage. This test includes seven non-exhaustive factors : Expectation of no compensation – Both parties understand the internship is unpaid. Training is educational in nature – Mirrors what the intern would le...
Read more

How to Design an Employee Benefits Program

-
Image
According to SHRM, selecting the best benefit plan involves first identifying your organization's benefits objectives and budget, then conducting a thorough needs assessment to understand employee preferences, before formulating a plan that aligns with those needs while staying within budget constraints; key factors to consider include: employee demographics, desired benefits, cost-effectiveness, and clear communication of the plan to employees.  Key steps outlined by SHRM to select the best benefit plan: Assess employee needs: Conduct surveys, focus groups, or one-on-one meetings to understand what benefits are most important to your workforce and their varying demographics.  Set a budget: Determine how much your organization can allocate towards employee benefits.  Consider different benefit categories: Evaluate options like health insurance, retirement savings plans, life insurance, disability coverage, paid time off, and flexible work arrangements.  Compare plan ...
Read more