AI FOMO or JOMO? Embracing the Joy of Missing Out in HR Tech

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Alex Alonso: Is AI living up to the hype, even though it dominates the headlines? The reality on the ground often tells a different story. Today, we're diving into the findings from SHRM's Maximizing HR Technology survey, which highlights the disconnect between AI's promise and the actual experience of HR professionals. From unmet expectations to unclear ROI, the data reveals surprising trends and challenges shaping the AI landscape. Joining us is Kenny Pyle, HR Technology Lead Analyst at SHRM. Together, we'll explore why this gap exists, how it's impacting adoption, and what can be done to bridge it.

Kenny Pyle: Thanks, Alex. It's great to be here.

Alex Alonso: Kenny, you've been with the SHRM thought leadership team for almost a year now, and I'm always energized by the new data and insights you share. You and your team do an excellent job understanding what's happening in tech.

It's no secret that AI is dominating the headlines recently, with policy shifts and technological advancements grabbing attention. But we often get the question: "What's actually happening in practice?" Can you share some key findings from our survey? What have we truly learned, and where do you see a disconnect between perceptions and reality?

Kenny Pyle: I’d be happy to. The reality is quite different from the hype we’re seeing and hearing about. We've put out a couple of surveys recently and received responses from about 2,500 HR professionals and leaders. The data makes it clear that while AI is being used in some places, it's still pretty limited for most HR departments—if it’s being used at all.

Alex Alonso: Really? Tell me more about that.

Kenny Pyle: Only 70% of HR managers, directors, and executives report using AI at work. That rises to around 80% among the highest maturity organizations, but it's still far from the ubiquity the media suggests. Among those using AI, only 16% use it monthly, 41% weekly, 28% daily, and just 10% use it more than once a day.

Alex Alonso: Fascinating. What do you think is causing this disconnect? What's driving the hype cycle, and what does the reality look like to you as our lead analyst?

Kenny Pyle: I think it’s mainly a timeline disconnect. One of my favorite concepts is Amara’s Law: we overestimate the short-term effects of technology and underestimate the long-term ones.

There have been many AI advancements lately, especially over the past few years. I believe most will eventually be used in some form or another, but even something as transformative as AI doesn’t see instant, universal adoption. I think this timeline gap is at the heart of the disconnect between what people believe is happening and what’s actually happening.

Alex Alonso: Are certain AI tools being adopted more than others? For example, you know I'm a big fan of ChatGPT and have moved from building simple assistants to experimenting with APIs. What are you seeing in terms of tool adoption and use cases?

Kenny Pyle: We recently asked people about their core HR systems and how many are using AI in those systems. I had to double-check the data—I was shocked to find that only 14% have AI integrated into their core system and are actively using it. Most are using AI to improve job postings or to access features that were already present via chat.

So, while generative AI is being used for chatting and brainstorming, official system-level adoption is still far from mainstream.

Alex Alonso: That's fascinating because even 14% seems low given the buzz. I'd expect most HRIS and HCM systems to have built-in AI assistants to make things easier. For example, when I think of Workday, I imagine tools that anticipate staffing needs and help with job descriptions. Is this just not a reality yet?

Kenny Pyle: Not right now. There may be some hidden AI embedded that users don’t notice, but features like “Here are some example postings; please update yours” simply aren’t common yet. In fact, only 57% said they even have AI embedded in their systems, and of those, only a third choose to use it. So, despite the impression that AI is everywhere, the reality is that half don’t have it at all, and many who do either won’t use it or have security concerns. That’s a significant gap from the prevailing narrative.

Alex Alonso: What have been the most surprising trends in your data? Anything stand out as unexpected or counter to expectations?

Kenny Pyle: The biggest trend is the slow pace of adoption. About 60% of organizations described their AI exposure as “limited,” and only 17% as “widespread.” For high-maturity organizations, that number rises to just 25%, and among lower-maturity groups, it drops to 8%.

Less than half believe their organization is committed to upskilling for AI in HR. So there’s hesitancy—people know about AI, but most are just dipping their toes in.

Alex Alonso: Some of our own data back that up, especially the gap between the will to implement AI and the ability to train or upskill staff to use it productively. I'm an avid TikTok user, and I constantly see ads like "Learn 30 AI tools in 30 days—just 19 minutes a day." So what is it that employers are struggling with when it comes to developing these skills?

When we polled working Americans and older workers with the SHRM Foundation, 60% said they want to upskill and, specifically, they want to learn about AI. Why the gap?

Kenny Pyle: I think part of the disconnect is that companies don’t really know where their AI roadmap is going. They have ideas but lack clarity on what it will look like and how employees will fit into it.

There’s a lot of AI working behind the scenes, automating workflows invisibly. But in terms of employees directly engaging with AI, there’s often a lack of direction—organizations know roughly what they want, but they struggle to translate that into employee action. So the uncertainty on the employer’s side is a big part of it.

Alex Alonso: What sets our SHRM members' experiences apart from the broader AI narrative?

Kenny Pyle: That’s a great question. It reminds me of Jeff Goldblum’s quote from Jurassic Park, “Your scientists were so preoccupied with whether they could, they didn’t stop to think if they should.”

Alex Alonso: I thought you’d mention his other famous line about “a big pile of…” but go on.

Kenny Pyle: Both could apply! But the “should versus could” quote really explains the disconnect. Our members know they’re managing extremely sensitive data—PII, pay levels, reviews. If such data were mismanaged or leaked, the consequences would be devastating.

So, if I'm an HR executive considering AI, I might be comfortable digitizing our guidelines or compliance manuals, but I’d draw a firm line at employee data—the bar for data safety is incredibly high, and we’re not close to meeting it yet. I wouldn’t risk my career on AI keeping that safe.

Alex Alonso: So the real question often becomes “Should we?” and not just “Can we?”—especially when factoring in security. In my HR career, even when launching new systems, I worried about keeping member and employee data intact. I love your point about the importance of making responsible choices.

But let me ask: Is the AI hype cycle more harmful or helpful? Are we being drawn in by curiosity, or is it doing real damage?

Kenny Pyle: Hype is a necessary part of tech evolution. When something big happens, people make noise—they draw attention, sometimes exaggerate. That’s valuable, as it focuses our attention on important changes.

But with every big signal comes a lot of noise and exaggeration. The key now is to provide calm, careful analysis so leaders can separate hype from real progress and make good decisions.

Personally, I find constant hype exhausting, but it’s part of the process. Decision-makers need to have discipline and distance themselves so they’re not swayed by hype. We need hype to get attention, but what’s vital is then having the sober analysis to make decisions.

Alex Alonso: I see hype as a precursor to adoption, but ideally, it should fuel curiosity instead of blind enthusiasm. As that happens, people become more careful in their evaluations.

I want to throw you a curveball: What’s the coolest AI you’ve seen recently? Not a company name, but perhaps a use case or vision that excites you.

Kenny Pyle: The coolest thing is where AI is headed in HR tech: it will become the interface we use to navigate systems.

Imagine AI as connective tissue between all your different HR tools, pulling reports or data on command, removing the need for clunky menus and syntax errors. Instead of spending time figuring out how to run a specific report, you’ll just make a natural language request.

It’ll save time, reduce frustration, and let you focus on what matters. While we’re not there yet, and some companies are just starting down this road, it’s an exciting direction for HR.

Alex Alonso: That reminds me of the journey from clunky, disconnected systems to unified ones—API adoption was a threshold. Do you foresee a time when you’ll start each day by telling your HR system your top five tasks, and the interface will orchestrate them for you?

Kenny Pyle: I think so, but it will take advances both in technology and in human trust. When you have a sequence of tasks, each needs to be executed correctly, or you’re just stacking problems.

I recall an experiment where someone asked AI to replicate a picture of The Rock repeatedly; one small error kept compounding until the image was totally unrecognizable, like a game of telephone. For orchestration to work, AI needs clear priorities and precise instructions, and you must ensure it understands the intent entirely. Even a small miscalculation can cause you more work down the line.

Alex Alonso: Or it could result in a lot more questions and, if you miss the problem, a very full calendar!

Alex Alonso: I love your vision. Are HR leaders really ready for this shift? We see a gap between hype and reality, but will it close?

Kenny Pyle: I do think the gap will close, but it will take education, experience, and developing the ability to ask the right questions. Over time, the more we learn, the more the gap narrows. Hype will also decrease as outrageous claims are uncovered quickly.

One of the best ways to accelerate that is through what this audience is doing—seeking nuanced, detailed information. That helps people develop their lens for evaluating claims, so when someone pitches an AI solution, they’re better able to critically assess it.

As this community continues to grow and learn, hype loses space and understanding grows.

Alex Alonso: You’ve referenced a lot of SHRM data. Can you share a bit more about what’s next in the HR tech research pipeline?

Kenny Pyle: Absolutely. I love this work because it’s grounded in what our 320,000-plus members think and experience. We’re always gathering their perspectives, analyzing technologies, especially core HR systems people use every day.

Instead of relying on hype from analysts or vendors, we provide direct, peer-driven insights, truly the wisdom of crowds. That’s very exciting for me.

Going forward, we’re exploring not just AI in HR but also how it’s unfolding in the broader workplace—what tasks are being supported by AI, and which are not. I’ve shared some high-level themes today, but with more data and upcoming reports, I'll be able to provide greater detail about adoption rates, barriers, and the evolving landscape—especially around AI in early 2025.

Alex Alonso: As someone who’s been in HR before research and psychology, I would have loved to have had access to peer reviews and community conversation. I’m grateful you’re helping build this out.

Let me close with our standard final question. If you could offer one piece of advice to organizations or CHROs navigating the AI landscape—especially as summarized in your survey—what would it be?

Kenny Pyle: My top advice is that AI FOMO is okay. In fact, consider embracing the “joy of missing out.” You don’t have to be at the fast-moving edge to be effective or to benefit from AI. Be patient, be thoughtful, and focus on understanding the signal instead of all the noise. That’s the strategy your wise peers are using, and it fits the HR leadership role well. So, turn FOMO into JOMO, and confidently go at your own pace.

Alex Alonso: Thank you, Kenny. You coined it here: the “joy of missing out,” or JOMO. We look forward to your book! Seriously though, thank you for sharing your perspective and joining us on the podcast.

That’s all for this week’s episode. A big thank you to Kenny for sharing his insights. Thanks for joining the conversation—we’ll catch you next time.