Is using AI in HR cheating? Why smart HR professionals are embracing it

As artificial intelligence (AI) tools rapidly make their way into HR workflows, one question keeps bubbling up in conversations I have with clients - both freelance HR consultants and in-house HR teams:

“Is using AI cheating?”

It’s a fair concern.

HR is rooted in people, relationships, and professional judgement. So the idea of letting a tool take over tasks like writing investigation reports using AI, drafting HR policies using ChatGPT, or generating training materials using Perplexity can feel… off.

But let’s be clear:

Using AI in HR isn’t cheating. It’s smart, strategic, and necessary.

And the HR professionals who embrace it early?

They’re the ones creating space to do more of what actually matters.

Why this question keeps coming up

Whether you’re a freelance HR consultant juggling multiple clients or part of an internal HR team under constant pressure to “do more with less,” the guilt around using AI is real.

You might catch yourself thinking:

• “Shouldn’t I be doing this myself?”

• “Does using AI make me less credible?”

• “What if people think I’m cutting corners?”

But here's the thing—delegating repetitive work to AI doesn't diminish your value. It enhances it.

In fact, it’s no different than using templates, hiring a VA, or asking your HR advisor to draft an employee engagement strategy.

It’s just a new way of working smarter.

After all, for those of you who remember when the internet started, did you think it was cheating Googling for inspirational ideas for reducing employee turnover?

What AI is (and what it isn’t)

Let’s bust probably the most myth:

AI isn’t here to replace the human side of HR. It’s here to reduce the manual side.

I know when I first started to use AI back in 2023, I had to draft a training course for managers for a really quick turnaround. My first question was, I wonder how AI could help me do that. Yes, for a while it felt like cheating, but then I realised if I embraced AI, learnt how to use it properly, and got over my fears, it could really help me achieve so very much more.

Artificial intelligence in human resources management can handle the heavy lifting on tasks like:

• Drafting consistent policy documents

• Rephrasing communications in different tones

• Summarising meeting notes or interviews

• Generating first drafts of proposals, reports or training content

• This list really is endless

Don't think to yourself, what can AI do, think what can't it do.

But AI can’t replace your judgement, experience, or empathy.

It can’t navigate the nuance of a sensitive employee conversation, or build trust with a new client.

That’s your zone of genius. AI simply gives you more time to be in it.

For HR consultants: from busy to better

If you're running your own HR consultancy, you already wear a dozen hats. Client delivery. Sales and marketing. Admin. Reporting. And often, you’re doing it solo.

Here's how one client described their experience after building AI into their workflow:

“I was spending hours each week on admin I didn’t even realise I could delegate. Now I have a simple AI setup that saves me time, and it hasn’t taken anything away from my work—it’s improved it.”

Quick tip:
Pick one task you do often—like creating proposals or follow-up emails—and ask ChatGPT or your favourite AI tool to create 2–3 reusable templates (or even 2-3 versions for each of the services you provide). Tweak and personalise as needed. You'll save time and create consistency.

I asked one of my clients how often she sent out proposals, which was pretty often and when I asked her how she created them she said she remembers a particular client which a particular challenge and spends hours trying to find it in her emails, or in her folders, especially if she cant remember which client that particular proposal was for.

For in-house HR teams: AI as a cultural shift

Within organisations, AI adoption is initially less about individual tasks and more about mindset and culture.

It’s not just about installing new tools. It’s about helping teams understand capabilities and feel confident using them—without fear, resistance, or overwhelm.

Here’s what one HR leader told me after a team AI session:

“The idea of AI was intimidating at first, but once people understood what it could help with—especially the repetitive stuff—they started asking, ‘Why weren’t we using this already?’”

Quick tip:
Start with a 30-60 minute AI awareness session. Ask your team: What tasks feel repetitive or admin-heavy? Use that list to identify small, low-risk opportunities for automation or content generation. Not sure on what other questions to ask? Why not consider either our AI Readiness services or AI HR Strategy services.

Reframing the “is it cheating?” mindset

If you’ve ever felt unsure about using AI in your HR work, consider this:

• Is using spellcheck cheating?

• Is using a template cheating?

• Is hiring support cheating?

Of course not.

AI is just the next evolution in how we support ourselves to deliver better, faster, and more impactful work.

The real risk? Doing nothing

The HR professionals who will thrive in the coming years are not the ones who avoid AI—they’re the ones who learn how to use it ethically, strategically, and confidently.

You don’t need to overhaul everything overnight. But you do need to start.

And I’m here to help you do just that—without the overwhelm.

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