AI in recruitment

Embrace but Don’t Replace: The Role of AI in Recruitment

by Recruitment AdvertisingUncategorized

AI in recruitment

It’s not a question of should employers be using Artificial Intelligence (AI) in their hiring efforts, but how? Employers are both excited and worried about leveraging AI in their recruitment strategy. According to LinkedIn’s 2024 Future of Recruiting report, 62% of Talent Acquisition professionals are optimistic about AI’s impact on recruitment, yet only 27% say they are using generative AI in their recruitment process (January 2024).

Over the years, digital technology has radically transformed the employment landscape. From online job boards with one-click applications to automated job matching and talent communities to virtual chat and interview platforms, the process has become easier and more efficient for both job seekers and recruiters. Organizations are always looking for ways to streamline the hiring process, get ahead of the competition, and reach qualified candidates.

AI FOR JOB SEEKERS

Job seekers are using AI to generate resumes and cover letters, match and auto-apply to job openings, and even prepare using AI speech coaches and AI interview prep resources. According to LaSalle Network, a national staffing firm in Chicago, 70% of college seniors use artificial intelligence to craft resumes and cover letters (March 2023). An experiment at MIT Sloan found that job applicants who use AI to boost their resumes to improve spelling and grammar were 8% more likely to be hired (April 2023).

AI FOR EMPLOYERS

Interestingly, most employers are probably already using some form of AI without even knowing it. For the last few years, sourcing tools and programmatic platforms have already been using AI technology. But as the technology advances, employers are finding even more ways to use automation to relieve many of the high volume, time-consuming tasks that fall on increasingly small HR departments. AI can help find and screen candidates, enhance candidate engagement, streamline the hiring process and even mitigate bias. But what about human connection, judgment, and intuition? Recruiters will have to work even harder to discover the real candidate and their story behind the AI algorithm, build genuine connections and assess workplace fit.

Here are some ways that leveraging AI can benefit employers:

  1. Matching technology: Analyze resumes, job applications, and online profiles to match top candidates for prescreening and sourcing.
  2. Reduce time to hire: Automate tasks to increase efficiency and speed up the process.
  3. Enhance candidate experience: Automated communication and follow-up will improve process from application through hire.
  4. Harness the power of data analytics: AI can analyze large amounts of data quickly and accurately to help identify trends and provide insights.
  5. Remove bias: By focusing on skills and qualifications, AI contributes to fairer and more inclusive hiring processes.

AI certainly has its place and provides many advantages, but it is essential for employers to strike a balance and ensure that human connection and critical thinking remains integral to the recruitment process. AI can be a tool used to assist with automating HR processes to free up valuable time for talent acquisition specialists to focus more on the “human” side of human resources.

Revolutionizing the World: How AI platforms are shaping the future

by Online StrategyPersonal InterestUncategorized

10 ways to utilize ChatGPT today

Artificial Intelligence (AI) isn’t new – and it’s been impacting our economy, society, and culture for years. Some of the most frequently utilized tech tools, including virtual assistants like Siri, Alexa, and Google Home and recommendation systems used on streaming services already integrate AI.

 

What’s new is the power, ease, accessibility, usability, flexibility, integrability, and approachability of open AI tools like ChatGPT (Generative Pretrained Transformer) from OpenAI and Bard from Google. Both are chatbots that take a more “human-like” approach and have a strikingly wide range of applications.  Thanks to these advances, more than 2000 new AI tools have been launched during the past 30 days.

 

Certainly, there are legitimate and serious economic, ethical, accuracy, and social concerns related to AI. That said, the reality is that AI won’t be going away, so we need to prepare ourselves for what’s to come.  As Darwin said, “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change.”

 

Used properly and ethically, artificial intelligence has the potential to become an integral part of our problem-solving process.

 

My contribution to this discussion isn’t my AI expertise — quite the opposite, in fact. Rather, I can only offer my readiness to learn. And with that said, here are 10 ways I’ve attempted to integrate ChatGPT and Bard into my work and life:

 

  1. Research, ranging from simple questions to detailed data dumps. I’ve used it to help explain complex topics and make sense of data I’ve pulled from various sources.
  2. Validate work, asking it to review content to align messaging and information.
  3. Simulation role play, to identify different perspectives and outcomes
  4. Enhance engagement and outreach, to discover new influencers, partners, and collaborators.
  5. Plan, from developing checklists to travel plans.
  6. Generate ideas, helping to spark strategies and action.
  7. Create content, offering both updates and enhancements.
  8. Jump-start a project, offering tips for assignments or tasks.
  9. Broaden my perspective, through prompts enabling me to “dialogue” with defined characters.
  10. Train, test, and quiz with specific prompts

 

What can be accomplished with AI is limited primarily by our creativity in generating effective prompts, as well as by the accuracy of available information and by the ethical questions that have already begun to arise.

 

For those organizations that may wish to benefit from our initial experiments with AI, we’d be happy to discuss – just reach out to us at scgadv.com