Oracle’s Yvette Cameron on AI’s evolution in HR Tech

For Yvette Cameron, Senior Vice President, Global HCM Product Strategy, Oracle Corporation, it’s been a fascinating evolution over the last two and a half years, particularly since ChatGPT entered the market in November 2022. “Suddenly, everyone became a prompt engineer, using AI for everything from writing vacation plans to brainstorming content.”

“Enterprises were quick to realise the potential of Gen AI in driving efficiency and transforming the way they work,” Yvette says. She adds that Oracle moved swiftly because we not only develop applications but also the technology that powers them. “Less than a year after ChatGPT launched, we introduced generative AI capabilities, including an AI assistant for Human Capital Management (HCM).”

The first iteration of these AI capabilities focused on language-based enhancements, such as content generation and summarisation. Oracle introduced nine use cases in HCM, including job description creation and goal setting. ‘The efficiency gains were significant,” Yvette acknowledges.

“One of our largest global banking clients estimated saving over a million hours annually simply by using AI for job description creation—reducing the process from one to two hours per job to less than five minutes.”

Expanding their Gen AI capabilities further, Oracle introduced AI agents—moving beyond simple prompt-response interactions to interactive Q&A, search, and research experiences in September 2024.

For instance, their AI now supports managers by summarising performance reviews and providing guidance on how to have constructive conversations or understand transfer policies. “By integrating company policies and guidelines, AI can give personalized, policy-driven recommendations,” she says.

The next step in this evolution? Autonomous workflows. According to Yvette, this will allow AI agents to not only generate responses but also take action—handling end-to-end processes like talent reviews, employee development plans, and promotions with minimal human intervention.

Transforming the candidate experience

She highlights that recruiting was one of the first areas where they implemented Gen AI. Since 2023, Oracle has been using AI to improve the candidate experience in multiple ways:

• Resume Summarisation: AI helps candidates craft compelling executive summaries to highlight their strengths.
• Personalised Job Recommendations: AI not only suggests roles but guides candidates on how to position themselves better.
• Career Landing Page Automation: AI dynamically tailors company career pages to ensure candidates see the most relevant opportunities.

Looking ahead, Oracle is working toward fully autonomous candidate sourcing by the end of this year. “AI agents will proactively identify candidates, engage them via email or text, schedule interviews, and even generate and negotiate job offers. However, human oversight remains essential. AI will assist in decision-making, but hiring managers will still review and approve offers,” she adds.

AI in reducing bias and improving hiring accuracy

For Yvette AI enables a shift from traditional, often-biased hiring methods to a more data-driven, skills-focused approach, which is critical for workforce diversity and fairness. To reduce bias in all AI-powered hiring processes. Oracle’s AI is designed to:

• Remove unnecessary identifiers (e.g., gender, specific educational institutions) from resumes to ensure fair evaluation.
• Focus on skills-based hiring rather than subjective credentials.
• Leverage AI-driven recommendations that are personalized yet unbiased, ensuring candidates are evaluated based on skills and potential.

AI agents as digital workforce partners

Yvette sees AI agents as part of the digital workforce—acting as knowledge specialists that bring personalised, contextual guidance to recruiters, candidates, and hiring managers.

According to her key benefits of AI agents in hiring include: transparency, skill development guidance, internal mobility support, efficiency and compliance.

Oracle’s differentiation in HR Tech & AI

Yvette explains that Oracle embeds AI directly into both its infrastructure and applications. Unlike vendors who rely on third-party AI solutions and must transfer data externally, Oracle brings AI to data—ensuring: Better security (no external data exposure), Higher efficiency (AI is integrated seamlessly into workflows), and No additional cost—our AI capabilities are included as part of Oracle Cloud applications.

“Many companies using external AI solutions like ChatGPT or Copilot face cost barriers, where they’re charged per AI interaction. In contrast, Oracle provides these AI capabilities at no extra cost, enabling widespread AI adoption without financial constraints.”

The biggest risk for HR leaders

For Yvette, the biggest risk for HR leaders is waiting too long. “Many organisations are delaying AI adoption because they’re waiting for perfect governance structures or complete clarity on AI regulations. But AI is evolving rapidly, and waiting means falling behind.”

She advises CHROs to start small and move fast. Activate AI assist features immediately to build confidence in AI-driven processes.

Oracle’s leader suggests HR leaders think big but experiment early. “Use AI in low-risk areas first—such as automating job descriptions or performance review summaries—before expanding into autonomous workflows.”

For her embracing continuous learning is integral.” AI will keep evolving, and HR leaders must adapt to stay ahead of the competition.”

For her, companies that wait too long to integrate AI will find themselves struggling to compete as AI-driven efficiencies redefine the HR landscape.

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How AI is reshaping the future of work

Yvette sees AI as not just an enhancement—it’s a fundamental shift in how HR operates. “From candidate sourcing to performance management, talent development, and internal mobility, AI is transforming HR into a smarter, faster, and more strategic function.”

The future is moving toward autonomous workflows, where AI doesn’t just assist but executes HR processes end-to-end—freeing up HR professionals to focus on higher-value, human-centric work. The transformation is happening now, and organisations that embrace AI today will lead the future of HR.