An Opposite Approach to AI Use in Human Resources

AI use in human resources is transforming how professionals manage payroll, compliance, and decision-making. However, to truly leverage AI’s potential, you need a different approach—ask the opposite. Instead of taking AI’s answers at face value, challenge them to uncover deeper insights. This strategy helps HR professionals ensure accuracy and avoid blind reliance on technology.

An AI Model Should Be One of Your Pinned Tabs

Pin AI Models for Quick Access

Large language models like Google Gemini, OpenAI ChatGPT, Claude, and Bing Chat Copilot should be pinned to your browser. Why? These models now provide more accurate answers to complex HR and payroll queries than traditional search engines. Leveraging AI in this way allows for more efficient research and decision-making.

How AI Has Evolved

Since January of 2025, AI models have evolved significantly and incorporated real-time reasoning and internet search capabilities. Previously, AI relied solely on its training data, limiting its ability to provide updated responses. Now, AI accesses and outlines the most current information, making it an essential tool for HR professionals navigating an ever-changing landscape.

Use The Opposite Question Strategy

Applying Ancient Philosophy to AI

Large language models function differently from traditional computers, which operate based on fixed programming. AI, however, mimics human reasoning, making it possible to apply ancient critical thinking techniques, like the Socratic method. This method, developed by Socrates in Ancient Greece, encourages deeper thinking by questioning assumptions and probing beliefs.

Modern AI models use a similar approach. When you enable reasoning functions in tools like Gemini or ChatGPT, the AI begins breaking down tasks step by step, forming a plan, and questioning its own logic along the way. These advancements in AI are rooted in centuries-old critical thinking strategies.

Enhancing Decision-Making with AI

This connection to philosophical reasoning highlights why asking the opposite question is crucial when using AI. AI is not infallible, and its responses may contain errors or biases. By questioning its output, you strengthen your reasoning and uncover potential blind spots. For example:

Instead of asking: “Is this employee’s behavior a fire-able offense?”

Ask: “Why might terminating this employee be the wrong decision?”

Similarly, after AI provides a list of fire-able offenses, challenge it by asking:

“What legal cases exist where similar terminations led to lawsuits?”

This approach ensures a well-rounded decision-making process while minimizing legal risks.

Never Use AI for Writing Critical Policies, Do the Opposite

If you’re drafting an employee handbook or critical company policies, AI can serve as a useful starting point, but it should never be the final authority. AI-generated content might be overly generic, outdated, or even legally incorrect. Policies that govern workplace rights, compliance, and company conduct require human expertise and legal review to ensure accuracy and fairness.

Strengthening Policies by Asking the Opposite

Once you’ve drafted a policy, use AI to challenge it. Copy and paste your policy into the AI model and ask it to identify flaws, legal risks, and potential issues. Some effective questions include:

• “Why would this policy get my company into legal trouble?”
• “Can you provide examples of companies that faced lawsuits due to similar policies?”
• “What are the weaknesses in this policy?”

By questioning AI in this manner, you gain valuable insights into potential gaps in your policies. AI can help highlight areas that might be misinterpreted by employees, lack clarity, or contradict existing laws. This iterative process ensures your policies are well-structured and defensible.

Asking Smarter AI Questions for Policy Refinement

Avoid relying on AI to generate a complete, legally sound policy. Instead, frame your AI queries to ensure more precise and useful responses:

Bad AI Question: “Write me a policy for alcohol and drug use in my company.”

Good AI Question: “Evaluate my drafted alcohol and drug policy. In what ways does it fail to address key compliance issues?”

The second approach forces AI to assess your work critically rather than generate potentially flawed content. By refining your questions, you turn AI into an analytical tool rather than a content generator, leading to stronger, more reliable policies.

Never Use AI for Legal Advice, Do the Opposite

AI is Not a Lawyer

AI models should never replace legal counsel. They often misinterpret laws and generate misleading advice. However, AI can still help by breaking down complex legal jargon into simpler terms, making legal information more digestible.

Asking the Opposite for Legal Clarity

Government documents are often dense and filled with cross-references. AI can summarize these documents, but to ensure accuracy, ask:

• “What contradictions exist in this legal document?”
• “How has this law been misinterpreted in court cases?”

This method ensures you use AI as a research tool rather than a legal authority, keeping compliance and risk management in check.

Use AI’s Strength: Connecting Abstract HR Concepts

Unlocking Deeper Insights

AI is particularly effective at linking abstract ideas. In HR, this means understanding how policies, compliance, and employee relations intersect. If you’re exploring a complex issue, ask AI to draw connections. For example:

• “How does employee burnout impact payroll errors?”
• “What historical labor laws shaped today’s HR compliance?”

These insights can improve your decision-making and strategic planning, ensuring a well-rounded HR approach.

AI vs. SEO-Driven Web Searches

Cutting Through Online Clutter

Traditional search results prioritize SEO rather than accuracy. Many top-ranking articles are designed to sell a product rather than provide value. AI models, however, summarize broader information without being tied to advertising goals, making them a more reliable research tool.

Asking the Right AI Questions

Instead of relying on SEO-heavy search results, use AI to filter valuable information:

• “Summarize unbiased research on employee retention.”
• “Compare different HR software tools without brand bias.”

By framing questions strategically, you gain insights that search engines might not provide, helping you make better HR-related decisions.

Final Thoughts: AI Use in Human Resources is a Tool, Not a Replacement

AI use in human resources is a game-changer, but only when used critically. The key is to question AI, challenge its reasoning, and extract the best insights. By asking the opposite, HR professionals can make smarter, more informed decisions while ensuring compliance and ethical responsibility in their operations.

The material presented here is educational in nature and is not intended to be, nor should be relied upon, as legal or financial advice. Please consult with an attorney or financial professional for advice.