The research found that 78% of HR professionals aged 25-34 are using an AI tool at work, dropping to 69% of those aged 55 and over.

Pete Cooper, Director of People Partners and Analytics at Personio, said this follows classic trends of technology uptake.

Speaking to HR magazine, he said: “It’s not so surprising that younger HR professionals are more likely than their senior counterparts to already be using some sort of AI-powered tool at work. Whether younger professionals are simply more curious to test new technologies, or they see more value in adopting them, it’s a tale as old as time.”

Younger workers may find it easier to adopt new digital tools as they have grown up as digital natives, according to Somen Mondal, general manager of talent intelligence at HR technology company Ceridian.

He told HR magazine: “Gen Z and digital natives are used to picking up new skills and adapting quickly as they’ve grown up with technology all around them, including in the workplace.

For those who are further into their careers, the thought of having to pick up another technology may cause worry, or even seem exhausting.

These workers have already adapted to new tech multiple times over the span of their careers.

“The ever-evolving world of work may have caused some adoption fatigue, so approaching any new advancements should be done with caution and patience to ensure that all workers’ contributions and commitment to change are valued.”

The research found that 81% of HR decision-makers said senior leadership wants to adopt AI tools.

The majority (91%) of HR managers already using AI tooling of any kind have either seen or expect to see cost savings within their departments, while 59% believe that AI will help them save time on HR processes.

To reap the most AI benefits, Mondal said employers should provide training and support. He said: “If senior leaders want HR professionals to get on board, they need to spend the time preparing employees for the transition and empowering them to distribute that knowledge and bring their teams along for the ride.

“Leaders must be considerate that some employees will have questions or concerns or will simply need more time and attention to feel comfortable using the technology. This may mean an increase in educational spending along with a feedback process that allows companies to adjust to employees’ needs.”