The purpose of the study is to identify the risks of automation and robotization of personnel management systems, the pace of which is increasing and it needs a balanced approach to their use, taking into account the well-known and new risks and constraints. Systematic automation of routine processes leads to a change in the structure of the workflow, making it possible to shorten the production cycle and improve the quality of standard operations with a predictable result, but it does not consider mental and social constraints. The author analyzes the main trends and innovations related to digital resources in personnel selection and management, giving new horizons for career paths, defines the essence of each of selection tools, reveals the existing and future threats in using artificial intelligence in the most common automated HR systems and modern digital instruments with signs of artificial intelligence. The classification of digital tools used in personnel selection was developed, and the possibilities of using these tools in the professional and service career development were analyzed. There is a strong need to formulate a strategic development model of the company using information systems that integrate corporate knowledge bases and the intelligent decision support system, which can eventually be transformed into the individual human development.