Even if you haven’t used ChatGPT, you must have heard about it from the news, social media or your colleagues. The widespread recognition and discussion surrounding the phenomenon that is ChatGPT have made it a topic of great interest.
Artificial intelligence (AI) used to be something that we’ve only seen in movies and television shows. Today, AI is a powerful tool that has permeated our lives and the use of it has become increasingly prominent, especially at work. Its ability to process and respond to human language has led to office workers using smart AI language models like ChatGPT to improve their email writing, summarise reports and prepare meeting notes. Social media managers are using generative AI platforms like copy.ai and Jasper to craft content. The use of AI is not just limited to text either, as designers all around the world are testing generative AI to enhance their photo editing capabilities.
Closer to home in the recruitment industry, many job seekers are seeking innovative ways to stand out. Job seekers are now leveraging the power of AI to enhance their CVs and cover letters, prompting human resources (HR) leaders and business owners to consider the implications of this emerging trend to the recruitment process and hiring experience. AI and machine learning can support and automate routine tasks like scanning resumes and job applications that would take up countless hours for the HR department.
This article discusses the implications of generative AI for HR leaders and business owners, what they should look out for, and what the future of talent acquisition lies ahead.
the rise of generative AI on job search and job applications
The rise of AI presents both advantages and challenges for leaders and recruiters.
Generative AI and other AI-powered data tools can streamline and optimise recruitment processes. Advanced data analytics can help to identify and attract talent by quickly analysing vast amounts of information, such as resumes and social media activities. AI-powered tools can also be used to screen resumes and create candidate profiles for internal reviews, which would increase the efficiency of the candidate shortlisting process, leading to a faster process. By automating these processes, HR teams can focus their time and resources on more strategic decisions and employer branding initiatives to provide a more impactful talent and employee experience.
However, the integration of AI in HR practices can also pose potential ethical implications that leaders must be aware of and be able to address. While AI can help to streamline processes, the human element within the human resources industry remains fundamental. This is especially true when it comes to assessing interpersonal skills and emotional intelligence during the talent shortlisting process.
Knowing how to strike the right balance between AI and human intelligence is crucial for HR specialists if they want to maximise the potential of technology. This means staying informed about the latest technology developments and adapting them into strategies to navigate the changing landscape of recruitment and talent management.
One thing that we have noted after using ChatGPT on several occasions is that it sounds nothing like a human. Being an AI-generated chatbot, it may lack emotional intelligence since it is unable to comprehend feelings. Honestly, it sounds a little like Sheldon Cooper from the early seasons of The Big Bang Theory without the tonality of a human being, such as shock or joy.
At the end of the day, we have to admit that generated text lacks the personal touch and genuine connection that many HR leaders and business owners look for.
learn about generative AI and its limits
Whether you agree or disagree with the use of generative AI to prepare a CV or for a job interview, individuals need to have a basic understanding of these technologies and their capabilities and limitations. One way to become familiar is to use these platforms from the perspective of a job seeker.
Many existing generative AI tools in the market answer basic questions and rely on pre-existing data to generate responses, which increases the risk of plagiarism and outdated information. By using the platforms yourself, you can assess the originality and authenticity of the resumes and cover letters submitted by candidates. Eventually, with enough experience and exposure, you can even distinguish the AI-generated sections of a resume by reading them.
A highly personalised application indicates that the job seeker has put in extra effort to carefully read and research the job advertisement and the company, even if they used generative AI tools to enhance their resumes. They are also more technical when showing their achievements or explaining how they can contribute to the company, which would show that they did not rely heavily on a text generator to prepare their resumes.
focus on scenario-based questions and soft skills during the interview
Talent acquisition extends beyond evaluating a person’s qualifications and skills.
Recruiters and interviewers also assess a potential candidate’s soft skills and cultural compatibility. Rather than scrutinising the CV line-by-line and asking the job applicant to explain, interviewers may adapt their approach to focus on scenario-based interview questions that can provide deeper insights into the candidate’s skills and expertise.
The job interview itself also presents a great opportunity to delve into the applicant’s career aspirations, preferred work environment and expectations from an employer.
As HR leaders and recruiters, we play a pivotal role in cultivating relationships with qualified candidates by understanding their motivations and aligning them with the company’s goals and values. This ongoing engagement throughout a candidate’s work life can help strengthen the employer-employee bond to build mutual understanding and rapport.
AI can never fully replace the human touch
The emergence of generative AI has introduced a new dimension to the talent search process.
Ultimately, the displacement of HR leaders and talent recruiters by AI will only happen if we allow it. AI empowers us to improve our work quality, save time during the hiring process by automating administrative tasks and analyse market data more quickly and accurately. However, it can never fully replace the human judgement and decision-making abilities that we have.
It is important to recognise that hiring decisions should not be based solely on the cover letter or CV, especially when these documents can be embellished using generative AI. By understanding the limitations of generative AI, HR leaders can navigate this evolving landscape and bring the human touch to the selection process.
work with randstad
At Randstad, we embrace the use of technology to support our human interaction in improving our service delivery to talent and clients, while educating them about the latest technology in the market and creating meaningful connections. We focus on bringing our expertise, empathy and intuition to help companies shape their future workforce.
We consistently invest in proprietary technology to improve talent and client experience at every touch point. Our technologies have helped employers manage their contracting workforce processes, shorten their hiring processes, conduct research as well as find the best-fit talent in the market.
Connect with our specialised consultants to give your talent recruitment a much-needed boost or reach out to our tech recruitment team if you’re looking to build an AI tool of your own.