According to the World Economic Forum, there will be no job shortage in the future, even with AI. Their discussion is focused on the disproportionate amount of new jobs created in the world. In fact, organizations can harness the power of AI and human intelligence to strike a balance. 

Will AI replace jobs? This question is not pertinent in the current or future job markets. The right question to ask is – Will AI bring value? The clear answer is yes! 

How does AI fit into the changing work dynamics?

Automation is the superpower of artificial intelligence. Organizations leverage it to automate mundane repetitive tasks, requiring minimal human intervention. 

Does this mean AI will take over jobs? No. It simply means AI will take over jobs with repetitive tasks, enabling the human resource to be employed in more valuable tasks. It requires the reskilling of human capital to sharpen their creative bend and match the pace of technological development.

The U.S. job market supports this narrative. According to Statista, 25% of Americans, aged between 30 to 44 years, believe AI will create more jobs in the future rather than artificial intelligence replacing human intelligence. Check out 10 new jobs created with AI in the workplace. 

The hiring managers’ perspective

From a business perspective, AI is a great tool to boost productivity. Businesses are looking at a more measured picture by exploring the idea of AI implementation in their operations. Based on IBM’s analysis, around 77% of organizations have either implemented or are in the process of including AI in their operations. They know its direct implication on workforce displacement and the panic amongst workers. Their immediate action is to join the reskilling revolution to upskill their workforce for valuable administrative work. They are also aware that employees are asking questions like – Will AI replace humans? So, they are leaving no stone unturned to maintain the positive mindset of their human talent. 

Recruiters’ strategies to counter the AI-job loss narrative

New technology and jobs

The AI revolution paints a picture of a highly advanced world with new jobs and opportunities. According to Forbes, potential new jobs will be created to manage artificial intelligence, including AI integration specialists, AI compliance managers, VR experience designers, and AI application developers. So, artificial intelligence will not replace jobs. It will require human resources with all-new skill sets. 

Skill assessment 

We all know how workplace evolution takes place every few decades. To be honest, it is not a new phenomenon. It means organizations will use a skill-assessment mechanism to hire workers. The majority of businesses are using AI candidate sourcing and AI recruiting to hire the right candidate with the perfect job fit. 

Talent development

Talent development is a focus area of the majority of organizations. They are aware of the fear in the job market about the uncertainties brought by AI. The World Economic Forum states that around 1.1 billion job transformations will happen in the next decade. Here, “transformation” is the operative word. Many businesses are providing on-the-job training and learning opportunities for talent development. Moreover, they are hopeful about the changes in government policies to empower employees with learning opportunities and funding. 

The employees’ perspective

The workers’ perspective on AI job replacement is clearly divided. The latest survey by Statista suggests that different age groups, ranging from 18 to 65 years responded differently on the subject. While some are hopeful about the future of the job market, others are fearful.

Another survey suggests that 3 out of 4 people use AI at work to ease their tasks and fulfill work commitments. Both surveys may seem contradicting at first but if you observe keenly, transformation is already happening! 

Employees’ strategies to counter the AI-job loss narrative

Upskill and reskill

Don’t you feel skills are the strongest assets of our species? We believe they save us from the uncertainties in life like no other asset can. The job market is no different. Every few decades, there is a lateral shift that requires extra effort to change the pace. The employees have gauged the reality and are already upskilling and reskilling. Many see it as an opportunity to prove their value in the organization. Online certifications, executive courses, and training programs are registering a record number of people. It shows the commitment to stay ahead of the curve. 

Command a premium wage

With upskilling and reskilling, talents know their improved worth at the workplace. Will AI replace humans? This speculative concern is not on their radar. They know the changing work dynamic and the power of accepting the change. It has given them a new outlook towards the job market. New talents are looking for opportunities that match their potential. Also, employees with skills and certifications are getting acknowledgement from the management with perks, rewards, and awards. 

The bright side: a future with AI at the workplace

The future of the job market suggests not to fear the change but to embrace it. It opens the door to opportunities to get better-paying jobs. The preconceived notion that AI and humans have similar qualities and abilities is misaligned. In all honesty, the nuances make it interesting by bringing intuition, emotional intelligence, and sensitivity to the workplace. 

The post Exploring the future of jobs and the positive impact of AI appeared first on Recruiting Resources: How to Recruit and Hire Better.

This transformation is impactful for finance teams, who often bear a heavy burden of time-consuming, repetitive tasks. Laurent’s research quantifies this burden:

“Finance teams in SMBs often spend significant hours each week chasing down documents and invoice approvals–at least 4 hours per week for the majority of finance professionals, according to a recent Yooz survey, with nearly a quarter of respondents spending 7 or more hours per week on this task.

“Automation can cut down this time drastically, allowing teams to focus on strategic planning and decision-making.”

These statistics highlight the potential for a significant shift in how finance professionals spend their time. By automating these routine tasks, finance teams can redirect their efforts towards more strategic, value-added activities.

The analytical capabilities of AI also promise to revolutionize financial decision-making. As Laurent notes:

“AI algorithms can analyze large data sets, providing insights and predictions that enhance decision-making processes in just minutes.”

This rapid analysis can provide finance teams with deeper insights, enabling more informed and timely financial strategies.

Related: AI in HR can transform overload into meaningful impact

The strategic impact of AI in finance

While efficiency gains are impressive, Laurent points out that the benefits of automation extend far beyond mere time savings:

“Automation allows SMBs to grow sustainably and manage larger volumes of work with the same or even fewer resources.”

“As businesses grow, the volume of tasks increases. Automation provides the scalability needed to handle increased workloads without proportional increases in operational costs. This allows SMBs to grow sustainably and manage larger volumes of work with the same or even fewer resources.”

This scalability is crucial for finance departments, allowing them to handle increasing complexity and volume of financial data without a proportional increase in team size.

Accuracy is another critical benefit. Laurent emphasizes:

“Automation also improves accuracy by minimizing human intervention which reduces the likelihood of errors and enhances the accuracy of operations. This is especially beneficial in functions like finance, where timely and accurate data is crucial for decision-making and compliance.”

In finance, where precision is paramount, this improvement in accuracy can significantly reduce risks and enhance overall operational reliability.

Unlocking strategic potential in finance teams

Perhaps most excitingly, Laurent Charpentier shared insights into how automation can unlock strategic potential:

“We found that 77% of finance professionals report feeling that their potential to contribute strategically to business outcomes is significantly hindered by a lack of acknowledgment of the extensive operational pressures they face daily. 

“When asked about potential resolutions, automation was highlighted as critical, with 88% of finance teams emphasizing its importance for strategic engagement.”

These statistics underscore a crucial point: automation isn’t just about doing things faster or more accurately – it’s about elevating the role of finance professionals within the organization. 

By freeing up time and mental energy, automation allows finance teams to focus on more strategic, value-added work.

Laurent’s vision for the future of finance is clear:

“It’s encouraging to see automation amplified with artificial intelligence, resulting in improved productivity without the need for additional headcount.”

“It’s encouraging to see automation amplified with artificial intelligence, resulting in improved productivity without the need for additional headcount, which is particularly advantageous for SMBs operating with tight budgets.”

This perspective challenges finance departments to think creatively about how they can drive organizational growth and success through technological leverage.

Security considerations in financial automation

Laurent also highlights the importance of security in this new landscape:

“I think it’s also important for businesses to consider the security benefits and risks of AI tools. On one hand, AI-powered fraud is on the rise. However, AI is one of the most powerful tools to combat it. 

“Businesses can fight fire with fire by utilizing AI-enabled systems for anomaly detection, vendor risk assessment, advanced data analysis and predictive analytics, natural language processing (NLP), and more, to repel AI-powered attacks.”

This insight underscores the dual nature of AI in finance – while it presents new security challenges, it also offers powerful tools for protecting financial data and processes.

The human element in automated finance

Finally, Laurent emphasizes the enduring importance of human expertise in finance:

“Automation should augment job functions, not replace human workers.”

“Automation should augment job functions, not replace human workers. I believe automation unlocks the strategic potential of finance teams, enabling them to operate at a higher, more valuable level. 

“This shift allows teams to concentrate on business innovation and long-term planning rather than getting bogged down by repetitive, manual tasks. Humans are indispensable, and automation should be a powerful tool in their arsenal to enhance their roles and deliver greater value.”

This perspective highlights that the goal of automation in finance is not to replace humans, but to empower finance professionals to achieve more.

What does this mean for HR Professionals

As finance roles evolve, HR professionals will need to adapt their recruitment, training, and development strategies. 

The focus may shift towards hiring finance professionals with strong analytical and strategic skills, capable of leveraging AI tools effectively. 

Additionally, HR teams may need to facilitate upskilling programs to help existing finance staff transition into more strategic roles.

As we witness this revolution in finance, it’s clear that AI and automation are not just changing processes – they’re reshaping the very nature of financial work. 

By maximizing the use of these technologies, finance teams can elevate their role, providing more strategic value to their organizations and driving business success in new and exciting ways.

The post AI in finance could free up at least four hours per week appeared first on Recruiting Resources: How to Recruit and Hire Better.

The process involves a lot more, such as screening all the applications, shortlisting the best-suited candidates, arranging their interviews with concerned departments, etc.

At times, this can get overwhelming for recruiters, taking up a lot of their valuable time and resources. 

What if we tell you that AI can be a solution to this age-old problem?

Artificial intelligence is the new buzzword, which is slowly changing the entire business landscape. More and more businesses are leveraging the power of technology to streamline their operations. 

According to the McKinsey Global Survey 2024, 65% of organizations are using artificial intelligence and deriving great business value from it. A lot of them are utilizing AI to transform their hiring process and reduce the workload of the recruitment team. 

Workable’s AI in Hiring Survey further explains how artificial intelligence is becoming the future of talent acquisition. Thus, it wouldn’t be an overstatement that AI-powered recruitment is a trend, which is here to stay! 

Artificial intelligence: an overview

Artificial intelligence is a form of technology in which software can replicate human thought processes to perform certain tasks.

These tasks can include everything from language translation to problem-solving, visual perception to decision-making. In present times, every human being is using artificial intelligence in one way or another. 

Role of AI in talent acquisition 

Nowadays, talent acquisition is not limited to filling roles. It is also about building a strong and functional team for an organization. But this can turn into a challenge, especially when you have limited time and resources.

This is when the concept of artificial intelligence comes into the picture, offering a revolutionary approach to talent acquisition. 

An efficient AI-based tool can handle a variety of tasks:

• Job advertising
• Candidate sourcing
• Applicant screening 
• Shortlisting candidates 
• Skill assessment
• Scheduling interviews
• Onboarding

Also read: Grow your talent pool with AI

Key benefits

In the current scenario, the increasing importance of AI in job recruitment cannot be ignored. There are several ways in which artificial intelligence can make things easier for organizations and their recruitment teams.

Here are a few key benefits of using AI in HR recruitment:

• Improved hire quality: Screening all applications you receive for a job position is undoubtedly the most complicated part of the hiring process. It not only requires a great amount of time and effort but there is also a chance of accidentally losing a high-potential candidate. Since AI-based tools use a specific set of algorithms, they can sift through the mountain of resumes in minutes. Only candidates with a profile matching a certain job role get shortlisted, improving the overall hire quality.
• Time and effort saving: By using AI in the recruitment process, you can automate several tedious tasks like candidate sourcing, CV screening, etc. This can expedite the hiring process and save a significant amount of effort.
• Bias mitigation: In the manual recruitment process, there is always a chance of unconscious bias based on gender, age, and more. According to research, 48% of HR managers admit that bias affects the candidates they choose to hire. AI-powered recruitment tools purely focus on an individual’s skill set. Hence, there are fewer chances of any kind of bias in decision-making.

Also read: How to use AI for human touch in recruitment

There is no denying that the use of AI in recruitment is reshaping the future of talent acquisition. By leveraging technology, recruiters can find the right talent while saving a significant amount of time and effort. 

Are you also a talent acquisition leader, struggling to streamline your administrative tasks? If yes, harness the power of artificial intelligence and say goodbye to the time-consuming, manual hiring process.

The post The role of AI in talent acquisition: a study for recruiters appeared first on Recruiting Resources: How to Recruit and Hire Better.

They are time-consuming, costly, and limited in scope. However, the rise of artificial intelligence (AI) offers a promising solution. AI can significantly expand and enhance talent pools. 

A 2023 McKinsey report indicates that 55% of organizations now use AI in at least one business unit,. This growth reflects AI’s expanding role in enhancing efficiency and innovation across various sectors.

Early adopters already see the benefits

Traditional recruitment faces several challenges. It is often slow and expensive. Finding the right candidates can take months. 

This delay can hinder a company’s growth and competitiveness. 

Additionally, traditional methods may not reach a diverse range of candidates.

AI is changing the recruitment landscape. It offers tools and technologies that streamline the hiring process. 

Early adopters of AI in recruitment have seen significant benefits. 

These include faster hiring times, reduced costs, and a broader reach. By leveraging AI, companies can stay competitive and attract top talent more efficiently.

AI-driven talent sourcing

AI can transform the way companies source talent. It helps identify both active job seekers and passive candidates. 

Passive candidates are not actively looking for jobs but may be open to new opportunities. AI tools can scan social media and professional networks to find these potential candidates.

Using diverse recruitment channels is crucial. AI can help companies leverage online job boards, social media platforms, and industry-specific forums. 

This broadens the reach and increases the chances of finding top-tier candidates. By using AI, companies can attract a more diverse and qualified talent pool.

Integrating AI with existing HR systems

Seamless integration of AI with existing HR systems like Workable is vital to grow your talent pool with AI. 

AI can enhance Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS). This integration streamlines candidate tracking and communication. It also automates administrative tasks, saving time and resources.

Integrating AI with existing systems can pose technical challenges. However, this depends on the software you use and how user-friendly it is.

A well-integrated AI system can improve the efficiency and effectiveness of the recruitment process. It ensures that companies can quickly and accurately identify the best candidates for their needs. 

Additionally, companies are addressing the AI talent shortage by investing in upskilling and reskilling their workforce. Accenture, for instance, aims to double its AI workforce by combining hiring, acquisitions, and extensive training programs.

Enhancing candidate engagement with AI

Continuous engagement is crucial. AI can keep candidates engaged with personalized content and updates. It can also help schedule interviews and provide real-time feedback.

This makes the recruitment process smoother and more appealing for candidates.

The role of AI in talent analytics

AI-driven talent analytics offers significant advantages. Predictive hiring is one such benefit. AI can anticipate future hiring needs based on data analysis. It can analyze market trends and talent availability to inform recruitment strategies.

Skills and performance analytics are also crucial. AI can evaluate candidates based on their skills and potential. 

This includes AI-driven assessments and performance tracking. 

By focusing on skills and potential, companies can make more informed hiring decisions. AI helps ensure that the candidates selected will excel in their roles and contribute to the company’s success.

Leveraging AI for talent pool diversity

AI can play a vital role in enhancing diversity within talent pools. It helps identify underrepresented talent by analyzing broader data sets. AI tools can detect diverse candidates and reduce unconscious bias in job postings and selection processes.

Crafting inclusive job descriptions with AI assistance ensures that language and requirements are free from bias. 

This attracts a wider range of candidates. Tracking and analyzing diversity metrics with AI allows companies to adjust their recruitment strategies based on data insights. 

This continuous improvement fosters a more inclusive hiring process.

Future trends in AI-enhanced recruitment

Emerging technologies will continue to shape AI in recruitment. Advancements in machine learning and natural language processing will enhance AI capabilities. 

These technologies will enable even more precise candidate matching and predictive analytics.

The role of HR professionals is also evolving. As AI becomes more integrated, HR professionals will need to develop new skills. 

Understanding how to use AI tools effectively will be crucial. Preparing for these changes will help HR professionals stay relevant and effective in an AI-driven landscape.

By expanding and enhancing talent pools, AI offers significant benefits. From improving recruitment efficiency to personalizing the candidate experience, the advantages are clear. 

As technology evolves, staying informed about future trends will be crucial. Embracing AI in recruitment can help companies attract and retain top talent, ensuring long-term success.

The post Grow your talent pool with AI  appeared first on Recruiting Resources: How to Recruit and Hire Better.

You are the HR manager at a mid-stage tech startup. You need to grow and expand your team quickly, and you need to do it fast. You’re hiring in every department – marketing, development, project management – and the inundation of resumes comes pouring in.

You have your next roundtable meeting at 10 o’clock and you’re supposed to have the best candidates picked out. You have no idea who the candidates are, and why or even if they’re qualified. You don’t have time to sort through your learning tower of resumes to learn about them.

It’s a tough situation. What do you do? Good news: Using ChatGPT for resume screening can swiftly navigate through the flood of applications, and identify the top candidates.

Situations like this are exactly the kind of thing that ChatGPT can do very well – sorting through and processing a lot of information very quickly. AI-powered resume screening can help you dig through that mountain of information and quickly pick out the best resumes with the most qualified candidates.

Many HR leaders are already implementing AI-powered resume screening, using tools like ChatGPT, to enhance their recruitment processes. A study by Gartner showed 38% of HR leaders have already implemented or explored AI tools to make their HR processes more efficient.

Hold on though, you’ve never used ChatGPT before. You’ve heard people talk about it, you’ve seen it on the news, but you haven’t had the need to use it before now and you’re not sure that you trust it. You still rely on your grandson to teach you how to use your smartphone. You don’t know the first thing about machine learning or data science.

Good news again: you don’t need to. ChatGPT is a general all-purpose tool that anyone can use regardless of how tech-savvy they are. 

This comprehensive guide will show you how to use ChatGPT to screen resumes and evaluate candidates in record time

Note: This tutorial will make use of ChatGPT-3.5, which is a free tool that’s accessible to anyone on the internet, rather than ChatGPT-4 which comes with a paid ChatGPT Plus subscription.

How to set up ChatGPT-3.5

First things first. You need to set up an OpenAI account before you can use ChatGPT for the recruitment process. It’s a straightforward process that should take no longer than 5-10 minutes.

Step 1: Create an OpenAI account

Go to the OpenAI homepage (https://chat.openai.com/) and click “Sign Up” to create an account.

Sign in with your email address, or with your Google, Apple, or Microsoft account.

Step 2: Verify your account

OpenAI will ask you to verify your email for security purposes. Go through the prompts to complete the verification process.

Step 3: Start a conversation

Once you go through the verification process, you’re on your way. 

You should see a window with a chat interface at the bottom. You can now begin using ChatGPT.

The chat interface at the bottom is where you give ChatGPT instructions, called prompts. ChatGPT responds to the prompts you give it – questions, instructions, and conversational text – and gives you human-like responses as output. 

Think of it like talking to an enthusiastic intern or virtual assistant with the brain of a supercomputer. Take some time to play around with it. Ask it to tell you a joke, plan a trip itinerary, or make a recipe. 

As you get more used to it, try experimenting with having it do things you do in your day-to-day as an HR manager, like write an email invite to an interview. The more detail and context you give it, the better the output will be.

ChatGPT Prompt: I’m an HR manager at a tech startup and I’m hiring for a content manager. The role requires 5+ years of experience, familiarity with SEO best practices, and proficiency with GA4. Write me an email template following up with a candidate who made it to the first round of interviews.

The output it gives you may seem generic, but with just a little fine-tuning you can build ChatGPT in your HR processes and save you hours of work.

Step 4: Provide feedback (optional)

One of the best things about ChatGPT is how it continually improves its output based on the feedback you give it.

For example, if you need something more specific in the interview invitation email, you can tell ChatGPT to change it accordingly.

You can make it shorter.

ChatGPT Prompt: Condense to half the length.

Or give it different tones of voice.

ChatGPT Prompt: Rewrite the email to sound more friendly and engaging.

Or even have ChatGPT adopt different roles and personas to whatever you need it to be – a marketer, a CEO, a researcher, or a sales associate, etc.

ChatGPT Prompt: Write the email as the CMO at my company.

How to use ChatGPT for resume screening: a step-by-step guide

Now that you have an OpenAI account and have some practice with ChatGPT, it’s time to get to the good part: making an AI-powered resume screening process to choose the best candidates and save your bacon in time for the meeting.

In this hypothetical example, you have five resumes to choose from. You need to scan and sort through all of them in a hurry, and pick out the candidates that are the best fit for the role. 

ChatGPT can automate the candidate shortlisting faster than you could on your own. The process is simple, and can all be done on the same screen.

Step 1: Provide the job description

First, copy and paste the full job description into ChatGPT. This will give ChatGPT the criteria it needs for candidate evaluation.

This tutorial will use Workable’s content manager job description as an example. Or, you can create your own job description using the Workable job description generator.

ChatGPT Prompt: I’m hiring for a content manager, and I need your help ranking and analyzing the resumes. Here is the job description for the role I’m hiring for, please read and save it and say “Done.”, nothing else.

{{Insert job description}}

Step 2: Upload or copy resumes

Next, upload and paste the resumes you want to screen in the same conversation. 

Keep in mind that ChatGPT can only process so much information at a time. If you overload it, it’ll get confused or spit out inaccurate information. If you need to screen more than a handful of resumes, consider uploading them in batches, five at a time.

ChatGPT Prompt: Here are the resumes I want to screen. When you’ve read and saved all of them, say “Done.”, nothing else.

{{Insert resume #1}}

{{Insert resume #2}}

{{Insert resume #3}}

{{Insert resume #4}}

{{Insert resume #5, 6, 7…}}

Step 3: Ask ChatGPT to rank resumes

When all the resumes are loaded up, the next step is to use ChatGPT for candidate evaluation. Ask ChatGPT to rank the resumes in order from least to most qualified. ChatGPT will then sort, analyze, and rank the resumes against the job description you gave it earlier.

Note: You can get a more reliable response if you ask ChatGPT to explain its reasoning when using ChatGPT AI for resume screening.

ChatGPT Prompt: Rank the following resumes from most qualified (1) to least qualified (5) based on the requirements stated in the job description. For each resume, provide a brief explanation justifying the ranking.

Step 4: Get a detailed analysis (optional)

From here, you can do a deeper dive into each candidate’s profile using ChatGPT automated candidate evaluation. ChatGPT will highlight any qualifications or experiences that make them a good fit for the role.

That can give you something to go on when you have to explain to your leadership team who you think should be selected for the next stage of interviews, and why.

ChatGPT Prompt: Based on the job description, identify the relevant experience from [candidate name]’s resume that makes them qualified or unqualified for this role. Provide specific examples from their work history.

Step 5: Evaluate skills match

 If you want to, you can take things a step further and analyze their technical skills. A content manager might need a working knowledge of technical SEO, or how to use your CMS, or understand the lingo and jargon if the content is about technical subjects.

ChatGPT Prompt: Based on the skills and qualifications listed in the job description, evaluate whether [candidate name]’s technical skills listed on their resume are a good fit for this role. Provide a rating from 1-10.

Tips for AI skeptics

These AI tools are new, and people are still figuring out how they work. Human resources is a people-oriented field. It’s completely understandable if you’re not convinced how artificial intelligence for resume screening can help you recruit and source the best candidates.

If you’re hesitant or skeptical about whether candidate shortlisting with ChatGPT is the way to go, here are some tips to get you started.

• Start small

Begin with small batches of resumes. Test them out at a small scale to see how ChatGPT-3.5 can streamline the recruitment process for you. Then try it with more resumes at a time, with different job descriptions, and with different roles. 

• Compare results

Compare the results of ChatGPT’s AI-based resume screening recommendations with how you screen resumes manually. See for yourself how it helps you and whether or not it saves you time for more important, high-level work.

• Emphasize time-saving

Think of any low-effort, menial tasks you might have to do as an HR manager, and have ChatGPT do them for you instead. Candidate shortlisting with AI can be a saving grace if you’re short on time and resources. 64% of HR professionals say AI tools help them filter out unqualified candidates.

Limitations of using ChatGPT-3.5 for resume screening

AI can be a wonderful asset to you if you know how to use it, but there are limits to what it can and can’t do. Making the most out of the technology involves understanding its limitations, and how to surpass or work around them. Some limitations you might face when first using artificial intelligence for resume screening are:

• Lack of industry-specific knowledge: May lack the expertise required for certain job roles or industries
• Potential bases: Can inherent biases from training data, leading to unfair evaluations
• Inability to fully understand context: May struggle to comprehend the full context and implied meanings
• Limited evaluation of soft skills: Difficulty accurately assessing soft skills like communication

HR consultant Bryan J. Driscoll advises that before using ChatGPT in your resume screening process, you should carefully align it with current employment laws related to data privacy, data protection, and equal employment.

“There’s also a substantial risk of unintentional bias,” Driscoll says. “ AI systems learn from vast datasets that often contain historical biases. If not carefully managed, these biases can be perpetuated in the screening process, leading to discriminatory outcomes against certain groups of candidates. This not only violates principles of fairness and equality but can also lead to legal repercussions for companies.”

Any output you use from ChatGPT must have human oversight. If you build ChatGPT into your HR processes, make sure that you or another human on your team is checking what it does for accuracy. ChatGPT is there to enhance your candidate screening process, not replace it.

ChatGPT Can be the best thing to happen to your resume screening process

After just a few test runs, you’ll start to see what a ChatGPT recruitment process can do to make life easier as an HR manager. Now you can go into that meeting, plop those resumes down on the table, and say confidently and with conviction that you the right guy to interview next.

Time is a luxury you seldom have as an HR manager. Using ChatGPT-3.5 to rank and evaluate your candidate resumes can make your recruitment process more efficient and free up time for what really matters – connecting with your potential candidates.

If you’re curious about what else AI can do to cut down your workload as a hiring manager, have a look at Workable’s AI-powered HR and recruitment features that can help you with job descriptions, candidate sourcing, and interview questions.

The post Screening resumes with ChatGPT: a step-by-step guide appeared first on Recruiting Resources: How to Recruit and Hire Better.

So the question is, how do you balance the efficiency of AI in talent acquisition with genuine human interaction as a recruiter?

It’s a delicate balance, but achieving that balance between recruitment process automation with human oversight can help you find talent faster and better than ever.

This post will offer actionable insights on how to balance AI in talent acquisition with your human oversight – identify where in the recruitment process AI can be most helpful, and how to get started using it.

Benefits of AI in hiring

AI recruitment tools make life easier for you as a recruiter by automating time-consuming tasks – they take care of the work that takes the most time but produces the least results.

Integrating AI in recruitment allows you to focus on more strategic tasks, and gives you more time to connect with the candidates you shortlist, interview, and hire.

This is a key point: AI should be used to enhance the recruitment process, not replace it.

If you’re new to generative AI tools, there are a few benefits of AI in the hiring process worth considering:

• Efficiency: AI recruitment tools can speed up your initial candidate screenings
• Improved candidate matching: AI tools can analyze large amounts of data and format it in a way that’s easy to use and understand, so you can match candidates to roles more accurately
• Reduced bias: Using AI in your hiring process can help mitigate unconscious biases you might not be fully aware of and focus purely on qualifications and skills-based hiring

Getting started with AI in recruitment

If you haven’t used AI tools before, integrating them into your existing hiring process can seem a little daunting.

Not to worry though. AI recruitment tools aren’t hard to learn – you just need to spend a little time with them. Here’s how you can get started:

Identify your needs

Start by assessing your current recruitment processes. Are there any repetitive administrative tasks that can be easily automated? If you could snap your fingers or wave a wand, what tasks would you train a robot to do for you if you could?

Clearly define your goals. Do you want to improve efficiency in your hiring process? Reduce your time-to-hire?

Knowing what you want to achieve will help you make the most out of these tools. Look at things like sorting resumes, scheduling interviews, and sending follow-up emails.

Choose the right tools

You can train AI recruiting tools to shortlist candidates based on a set of predefined criteria you set. That right there can free up more time for you to engage with the candidates and do your final decision-making.

Implement gradually

Start small. Begin by automating one or two tasks you identified. This way, you can test the tools out for yourself without overwhelming yourself or your team. Measure the results and make any necessary tweaks.

The key to the successful use of AI in talent acquisition is continual testing and improvement. It’s an iterative process.

Train your team

Proper AI onboarding for your recruitment team will help them make the most out of these tools. Organize training sessions to help mitigate any resistance to adoption. Open the floor to getting feedback from your team and find any parts of your AI recruitment workflows that need improvement.

Tasks AI can handle without human intervention

Using AI for automating hiring processes can save you a lot of time and administrative burden when it’s used for repetitive or data-intensive tasks. That allows you more time to build genuine relationships with your candidates.

There are a few places where you can start.

1. Initial resume screening

AI is very good for resume screening and can filter resumes for keywords and qualifications very quickly. That speeds up the initial screening process so that only the most qualified candidates move forward to the next stages.

2. Writing interview questions

Using ChatGPT and Workable AI together can help you make personalized interview questions and even evaluate the best answers. Try out the Workable interview question generator and then edit and fine-tune its output to make the questions more specific to the role.

3. Candidate sourcing

Why reinvent the wheel and start from scratch every time you hire for a new role if you don’t have to?

Integrating AI in recruitment can help you source candidates easily find past applicants, add them to your recruitment pipeline, and improve its decisions based on which candidates did or didn’t make it.

Maintaining human interaction in an AI-driven recruitment process

While AI can be a huge time-saving tool in recruitment, it can’t do your job for you. It’s there to help you and your team, not replace you.

Striking a balance between AI with human interaction is key to building strong relationships with your candidates and ensuring they have a positive experience.

Human-led follow-ups

AI in talent acquisition can handle the initial candidate sourcing and resume screening. You or someone on your team should take over from that point and handle the follow-ups.

Reach out to the shortlisted candidates personally. Having an AI chatbot do that part of the process is a bad idea. People can generally catch onto when they’re talking to an AI chatbot and it rubs them the wrong way.

Follow-up with a personalized email addressing specific points from the candidate’s resume or application. This way, your candidates feel valued and not like a faceless number in an automated system.

Assess culture fit

There are certain things that language learning models (LLMs) can’t evaluate, no matter how sophisticated they are. Soft skills like leadership, initiative, and communication are some of them.

AI can speed up the process of candidate shortlisting, but the final decision should involve the judgment of a human recruitment expert. That can only come from you or someone on your team.

During the interview process, assess the candidates’ communication skills, problem-solving abilities, and alignment with your organization’s culture.

Empathetic feedback

AI tools are designed to be friendly and helpful and to be aligned with human values, but they’re not capable of true empathy. Not yet, anyhow.

Refine the candidate evaluations you get from AI with your own personal insights and constructive criticism. Encourage an open, two-way dialogue where candidates can ask questions and be assured of getting an answer from a person.

Enhancing the candidate experience with AI

Combining both AI efficiency with human oversight can elevate your candidate experience to a new level. Here’s how to make the best out of both.

1. Timely communication

Your AI chatbots can provide instant answers to any common candidate questions. For anything more complicated, specific, or involved, you can delegate to a human recruiter.

Regular updates on the candidate’s application status should be automated if possible. Use AI tools to let your candidates know what’s going on.

2. Personalized feedback

AI can generate personalized feedback to help you prepare assessments. However, that feedback should be supplemented with your own insights and personal notes on the candidates’ performance.

3. Efficient scheduling

Candidates can use AI self-scheduling tools to choose interview times that best fit their schedules. That cuts out a lot of the unnecessary back-and-forth communication, so you can spend more time preparing for the interview itself.

Use AI to make recruiting easier, so you can focus on what’s important

AI hiring tools can handle the drudgery and repetitive tasks, so you and your recruitment team can step in and make the candidate experience more personal and empathetic.

Are you curious about how you can use AI to improve your hiring strategy? Check out Workable’s AI features and start planning on using these tools to set your organization apart.

The post How to use AI for human touch in recruitment appeared first on Recruiting Resources: How to Recruit and Hire Better.

GPT-4o democratizes advanced AI by making powerful features accessible to all users, including those using the free version.

Key enhancements include improved language capabilities, faster performance, and the integration of multimodal abilities, allowing the AI to see, hear, and speak.

It also introduces custom GPTs and the Code Interpreter, enhancing practical applications in education, work, and global entrepreneurship.

AI now sees, hears and speak

It’s like your personal assistant for growth, valuable for work and education tasks. 

ChatGPT now can have spatial understanding, reviewing given information in live time and interacting with you during the whole process. It can also watch your screen and provide answers to your queries. 

Here is one of the many examples you can find on the web about its efficiency, and guess what? It’s about job interviews:

5. Interview prep pic.twitter.com/xTYUYe1ezy

— Angry Tom (@AngryTomtweets) May 13, 2024

1. A powerful tool for the hiring process

The integration of GPT-4o can enhance practical aspects of recruiting and hiring processes through several advanced implementations. 

AI in HR helps streamline proactive candidate sourcing. GPT-4o can integrate with hiring platforms and scour social media profiles, professional networks, and other online platforms to identify and engage potential candidates. 

This proactive approach not only widens the talent pool but also ensures that recruiters can reach out to highly suitable candidates even before they apply. 

Furthermore, GPT-4o facilitates real-time collaboration between hiring managers and recruiters by integrating with collaborative tools like Slack, Microsoft Teams, and Trello, ensuring seamless communication and coordination throughout the hiring process.

Additionally, virtual job fairs and career events powered by GPT-4o offer interactive experiences where candidates can engage with AI representatives, attend webinars, and participate in Q&A sessions, making the recruitment process more dynamic and accessible. 

GPT-4o can also provide candidates with detailed feedback reports on their interviews and assessments, helping them understand their strengths and areas for improvement. 

These capabilities make the recruitment process more efficient, personalized, and candidate-centric.

2. Decision making made easier

Automating data analysis with GPT-4o significantly enhances the evaluation of employee performance by efficiently processing large datasets. 

This technology can identify trends and generate detailed reports, providing HR teams with accurate and comprehensive data. By pinpointing areas of strength and opportunities for improvement, GPT-4o ensures that performance management is both objective and data-driven. 

This allows HR teams to make informed decisions that can positively impact overall productivity and employee development.

In addition, the analysis of employee satisfaction surveys is greatly improved with GPT-4o, offering real-time insights into employee morale and engagement. 

By quickly detecting patterns and sentiments within survey responses, HR teams can promptly address any issues that arise. 

With GPT-4o, the decision-making process becomes more efficient and effective, ultimately benefiting the entire organization.

3. Your assistant in meetings

Imagine being in a meeting where discussions are flowing rapidly, ideas are being exchanged, and decisions are being made. In such a scenario, ChatGPT 4o acts as your ever-attentive assistant. 

It listens keenly to the discussions, comprehends the context, and stands ready to provide relevant information at your command.

For instance, if a topic arises that requires data or statistics to support a point, ChatGPT 4o swiftly retrieves the necessary information from internal databases or the web, presenting it to you in a concise and digestible format. 

This capability saves valuable time that would otherwise be spent on manual research, allowing you to stay informed and make well-informed contributions to the conversation along with your HR team.

Moreover, as the meeting progresses, ChatGPT 4o diligently summarizes key points, decisions, and action items, ensuring that nothing gets lost in the midst of complex discussions.

4. Your translator to your discussions

In a globalized world where businesses interact with partners, clients, and colleagues from diverse cultural backgrounds, effective communication can sometimes be hindered by language barriers. 

ChatGPT 4o bridges this gap by serving as your real-time translator during discussions involving multinational participants.

Consider a scenario where you’re leading a virtual meeting with participants from various countries, each speaking different languages. 

With ChatGPT 4o language ceases to be a barrier. As participants speak, ChatGPT 4.0 simultaneously translates their words into the language of your preference, ensuring that everyone in the meeting can understand and contribute effectively.

Moreover, ChatGPT 4o doesn’t just translate words; it captures nuances and cultural sensitivities, ensuring that the essence of the message is preserved across languages. 

Imagine how this technology can help you access new talent pools and collaborate with external resources.

ChatGPT is a seamless technology that can help you work better; it’s your assistant in both personal and professional development. AI integrations in your HR toolkit can maximize the benefits of the technology you use and offer you a significant competitive advantage in your work.

The post Four ways that ChatGPT 4o will improve your HR work appeared first on Recruiting Resources: How to Recruit and Hire Better.

AI is reshaping talent attraction strategies

According to Jake Canull, “Talent leaders have been using AI-driven tools to help them hire the right people for the right roles and improve decision making since the early 2000s.” 

He notes that the technology has improved incrementally over the past 20 years, with a revitalized boom in the last two years following the emergence of ChatGPT and the potential of Generative AI.

“HR and Talent teams can gain and maintain a strategic advantage against competitors by employing the most balanced talent process that consists of improved work efficiencies, and enhanced human-decision making,” Jake explains.

Top Employers Institute’s World of Work Trends report for 2024, which surveyed and certified the people-practices of more than 2,400 large organizations globally, found that “84% of Top Employers are defining a strategic vision for how technology will contribute to the overall employee experience.” 

Jake Canull emphasizes that Generative AI is at the forefront of this conversation.

AI in talent acquisition transforms various aspects including candidate sourcing, resume screening, candidate matching, assessments, predictive analytics, and reporting. 

These tools enable HR teams to identify potential candidates more effectively, streamline processes, and make data-driven decisions.

Jake Canull elaborates on the specific areas where AI is making a difference: “AI-powered applicant tracking systems (ATS) and talent acquisition software (TAS) can analyze resumes and job descriptions to identify relevant skills, experiences, and qualifications. 

“By leveraging natural language processing algorithms, ATS platforms match candidates to job requirements, enabling recruiters to focus on the most suitable applicants.”

Enhancing accuracy and efficiency in skills evaluation

AI tools have empowered frontline people leaders and talent professionals with more accurate information at a more efficient rate than ever before. 

The World of Work Trends report for 2024 found that “employee engagement scores were statistically best when both strong organizational purpose and good leadership were present.”

Jake highlights several benefits of implementing AI in the talent acquisition process, such as improvement in the time needed to hire new employees, data-driven decision making, efficiency, competitive advantage, and enhanced candidate quality. 

“AI analytics tools offer hiring managers valuable insights into recruitment trends, candidate behaviors, and performance metrics, enabling them to make informed decisions, optimize recruitment strategies, and forecast future talent needs,” Jake adds.

“AI analytics tools offer hiring managers valuable insights into recruitment trends, candidate behaviors, and performance metrics, enabling them to make informed decisions, optimize recruitment strategies, and forecast future talent needs.”

The personal touch in candidate interactions

While AI in talent acquisition offers numerous advantages, maintaining a personal touch in the recruitment process can be challenging. 

Jake Canull emphasizes that “maintaining personal touch in processes can only come through human context of situational empathy and compassion based on experience.”

“Maintaining personal touch in processes can only come through human context of situational empathy and compassion based on experience.”

He further explains, “It can become painfully obvious when you receive a message about a work item that feels painfully out of context. Top employers of choice invest time and resources building the right context of messaging around the most relevant use-cases.”

Top employers invest time and resources in building the right context of messaging around the most relevant use-cases. 

He notes that certified Top Employers are extremely thorough when integrating AI into their talent recruitment processes, as they are accustomed to annual reviews and audits of every HR practice. 

“If the systems and controls are not in place to maximize the employee’s experience, the employer may not pass certification,” he adds.

However, overreliance on technology and candidate bias are potential issues that organizations must address. Jake warns that “AI algorithms may inadvertently perpetuate or even exacerbate biases in the data used for training the models.”

Emerging AI technologies and their future impact

Looking forward, Jake Canull identifies several emerging AI technologies that he believes will have a significant impact on talent attraction and evaluation over the next five years. 

These include technologies supporting neurodiversity in the workplace, AI-driven skill matching for jobs and career changes, personalized employee experiences, wellbeing management, and tying employee sentiment to organizational communication.

The World of Work Trends Report for 2024 found that “72% of Certified Top Employers expect the importance of Neurodiversity in people practices increasing by 2026.”

Jake also anticipates the rise of AI tools that tie soft skills to business outcomes.

“Hard skills help an individual get work done, and the soft-skills enable positive work environments, trust, and wellbeing. AI tools that tie soft skills to business outcomes will start appearing more too,” Jake predicts.

He also foresees the emergence of “AI-driven recommendation engines that prompt action at key moments to personalize a work experience for individual people and reinforce feelings of appreciation, support, and trust.”

Overcoming challenges in AI integration

Despite the benefits of AI in talent acquisition, organizations face challenges when integrating AI into their recruiting processes. Jake emphasizes the importance of ensuring that processes, technologies, and workflows are built with a diverse group of stakeholders to avoid bias.

“Top Employers are avoiding the negative outcomes from bias by ensuring processes, technologies, and workflows are built with a group of diverse stakeholders each step of the way,” he explains. 

“For example, a high performing group of individuals may be assigned to join a committee that contains generational diversity, neurodiversity, job-level diversity, gender/ethnicity diversity, and more. 

“Including differences throughout work we do is key to creating a psychologically safe space for stakeholders to mention concerns and in turn, help their employers avoid the costly mistakes that can originate from well-intended decision-makers that operate out of their own set of biases as well.”

Top Employers Institute captured an “18-percentage point increase in the prioritization of diversity, equity, and inclusion initiatives globally from 2023 to 2024,” concurrent with the continued rise of AI technology in the workplace. 

Organizations must also navigate ethical considerations, data privacy, and security concerns when implementing AI recruitment platforms.

Jake Canull highlights two additional challenges: “AI raises ethical dilemmas related to using candidate data, algorithmic decision-making, and the potential impact on employment opportunities and socio-economic disparities. 

“Organizations must navigate ethical considerations, uphold principles of fairness and integrity, and prioritize ethical AI practices to build trust and credibility in their recruitment processes.”

“Organizations must navigate ethical considerations, uphold principles of fairness and integrity, and prioritize ethical AI practices to build trust and credibility in their recruitment processes.”

“AI recruitment platforms rely on vast amounts of candidate data, raising concerns about privacy and security. Organizations must ensure compliance with data protection regulations, implement robust security measures, and establish transparent data handling practices to safeguard candidate information from unauthorized access or misuse,” he adds.

New skills for HR professionals in the age of AI

To stay relevant and maximize the potential of AI in talent management, Jake Canull advises HR professionals to focus on three key skills: curiosity in asking the right questions, algorithmic literacy, and discernment in decision-making.

“As someone who champions growth-mindsets rooted in gratitude, my advice is to focus on three skills that I believe will future-proof every talent management team and professional,” Jake shares.

An article by Jessica Kim-Schmid and Roshni Raveendhran in Harvard Business Review  published in fall of 2022, stated, “One way to reduce algorithm aversion is to help users learn how to interact with AI tools.

“Talent management leaders who use AI tools for making decisions should receive statistical training, for instance, that can enable them to feel confident about interpreting algorithmic recommendations.”

Jake Canull wholeheartedly agrees with this statement. “There tends to be a delay between commercial ready items and Discernment in decision-making: this is learned through years of experience and this lesson never stops. 

“The Institute for Digital Transformation puts it this way: ‘Discernment involves the ability to make sound judgments and decisions by analyzing and understanding situations or information through a careful examination of the details. 

“It is a cognitive process that involves evaluating and differentiating information to make informed decisions.'”

AI is undeniably transforming the landscape of talent acquisition, offering organizations new ways to attract, evaluate, and retain top talent. 

As Jake Canull and the insights from Top Employers Institute demonstrate, embracing AI-driven tools can provide a competitive edge, streamline processes, and enhance decision-making.

However, the successful integration of AI requires a balanced approach that combines technology with human judgment, empathy, and a commitment to diversity, equity, and inclusion. 

As AI in talent acquisition continues to evolve, HR professionals must adapt and acquire new skills to harness its full potential in talent management.

The post Top Employers Institute on how AI is reshaping talent acquisition appeared first on Recruiting Resources: How to Recruit and Hire Better.

The Industrial Revolution, of course, is an early example – it marks a profound transformation from agrarian, handcraft economies to machine-driven manufacturing.

Enter mechanization of processes, factories, mass production – and ultimately, a workforce skilled in machine operation and maintenance and technical skills, as opposed to artisanal and agricultural work.

Much later, we saw the widespread adoption of computers and the advent of the Internet leading to increased digital transformation of work – allowing for greater automation of basic tasks and especially the development of entirely new industries (SaaS, especially).

Hiring also changed with the entry of the Internet – in tandem with an increased demand for a computer-literate workforce is the emergence of online job postings, digital resumes, tests in the cloud, and virtual interviews, among others.

More recently, the COVID-19 pandemic accelerated another paradigmatic shift in the workplace to greater flexibility in work, a booming gig economy, and adoption of new principles. This is something we’ve discussed at length in our workplace studies on the New World of Work (2020 and 2022) and on the Great Discontent (2021 and 2023).

The hiring process was also altered significantly in the fallout of COVID-19, with recruitment going global and a greater emphasis on self-management and agility skills. The traditional employer-employee relationship also shifted, with more people working as independent contractors on a project basis.

AI is just the latest workplace transformation

And now, of course, we have AI in hiring and the workplace. Our survey dataset shows continued disruption of existing working models now and in the future – meaning we’re in the midst of yet another workplace transformation.

In hiring, AI’s role will evolve from being a mere tool for efficiency to a more complex system that enhances decision-making and strategic planning. As AI technologies become more sophisticated, they may offer deeper insights into candidate assessment, going beyond resume screening to analyzing behavioral patterns, cultural fit, long-term potential, and other insights.

This evolution will necessitate a shift in HR roles, where professionals will need to be as adept in utilizing AI technologies as they are in traditional recruitment methods.

The rise of the digital humanist

Another nuanced shift in hiring will be the continued emergence of hybrid decision-making models. These models will blend AI’s analytical prowess with human intuition and emotional intelligence.

We discussed above the importance of this in addressing concerns around bias – as AI systems learn from historical data, there’s a risk of perpetuating existing biases. Human oversight will be essential to counteract this to maintain DEI standards not only in hiring but in the workplace.

AI technology will also penetrate focal areas of HR beyond hiring, including employee engagement, performance management, and even employee mobility, retention, and turnover. The tech can only grow the ability to take proactive approaches in all these areas

Meanwhile, with routine tasks largely dominated by automated AI capabilities, the skillset required for various roles will shift (or even evolve), emphasizing creativity, problem-solving, and emotional intelligence. This means rethinking training and development, focusing on upskilling existing employees and onboarding new hires to thrive in a more AI-integrated workplace.

The path ahead of us isn’t about a choice between human-driven and AI-driven work. It’s about pulling the best of both into a single, synergized system. Those who blend the irreplaceable (or rather, irreplicable) human elements with the limitless capabilities of artificial intelligence will spearhead the development of a new ecosystem where technology and humanity can thrive together.

The post The rise of the digital humanist: AI at work to stay appeared first on Recruiting Resources: How to Recruit and Hire Better.

Sounds like a dream – but it’s now reality. We’re already seeing VR being used in onboarding and orientation, and in the workplace itself, with Apple, Meta, and others bringing their VR headsets and other technologies to the working environment..

Now we have AI – it’s not a futuristic concept at all. ChatGPT was just the beginning, and we’re now seeing countless AI technologies in hiring, management, and business strategy being developed every day.

This doesn’t just require adaptation on your part. It requires strategic upskilling in HR if you, the HR professional, are to stay relevant and competitive in your skill set.

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The emergence of AI in HR

Workable’s AI in Hiring & Work survey report at the end of 2023 found that AI is used widely throughout organizations. More than three in five (62.5%) of all respondents say they’ve used AI in hiring processes over the last year.

The desire for greater efficiency drives growth, improved decision-making capabilities, and enhanced employee experiences.

AI and upskilling in HR: a strategic response

The shift towards AI and automation isn’t replacing jobs – it’s simply reshaping job roles and functions, making upskilling an essential strategy. The World Economic Forum (WEF) estimates that 1.1 billion jobs will be transformed significantly by technological advances.

The WEF also estimates that, by 2025, half of all workers will require reskilling to cope with emerging job functions including automation and AI technologies.

A 2024 Randstad report also finds that 29% of workers point to AI as among the top skills employees are interested in when upskilling and reskilling. Future-proofing is at the core of this motivation.

Upskilling not only prepares HR professionals for these new challenges. It also positions them to take advantage of AI’s benefits in recruitment, employee management, and policy implementation.

AI-powered HR tools: enhancing efficiency

Incorporating AI tools bring advantages, such as automating repetitive tasks and analyzing large data sets more efficiently than human counterparts. You can, for instance, use AI to boost employee retention, and AI-enabled predictive analytics to preempt turnover.

And platforms like Workable have revolutionized hiring processes by automating candidate screening and reducing the time spent on administrative tasks.

This allows HR professionals to focus on strategic decision-making and personalized employee engagement.

To invest in AI upskilling in HR, consider the following strategies:

1. Establish a micro-certification program

Following AT&T’s NanoDegree approach, create or procure a micro-certification program in partnership with an online learning platform.

Focus on specialized courses like data analysis for recruitment, predictive analytics for employee retention, or AI-based onboarding strategies.

2. Plan internal AI workshops

Similarly to Amazon’s Machine Learning University, organize internal workshops that offer hands-on experience with machine learning tools.

You can also invite experts to conduct sessions tailored to HR professionals, enhancing their understanding of AI-driven talent management.

3. Build personalized learning pathways

Develop a personalized learning pathway for yourself and your colleagues – via an app, online portal, or something similar.

Utilize assessment tools to identify knowledge gaps and tailor AI training modules that build on existing HR expertise, ensuring practical application.

4. Train your executives as well

Take a cue from Microsoft’s AI learning hub by organizing executive-level seminars focused on AI ethics, strategy, and data management.

Help HR leaders understand AI’s strategic implications in workforce planning, diversity hiring, and employee development.

Implementing these targeted upskilling strategies will empower you to seamlessly integrate AI into your recruitment and talent management.

Future trends: AI and the global workforce

Looking forward, we’ll see a spike in AI’s role in HR, influenced by global trends towards remote working and digital collaboration. AI can help manage geographically dispersed teams, enhance virtual training programs, and create personalized employee experiences at scale.

As businesses continue to navigate these changes, HR professionals must remain at the forefront of technological adoption, advocating for tools that improve both operational efficiency and employee satisfaction.

Upskilling human resources to utilize AI in its work is not merely about keeping up with technology – it’s also about leading the charge in redefining the workplace of the future. For HR professionals, upskilling in AI is a pivotal step toward enhancing your strategic role and driving your organizations toward innovative horizons.

HR’s future is an intelligent one, one that offers opportunities to those who level up with it.

The post The role of AI in talent acquisition: a study for recruiters appeared first on Recruiting Resources: How to Recruit and Hire Better.

It’s not just the cost. Organizational knowledge and familiarity take a hit. Employee morale takes a downturn, as remaining colleagues pick up the leftover pieces left behind. Overall productivity is affected in all this.

A Work Institute report finds that 78% of the reasons employees quit are preventable. What if you could use AI to help in all this? Yes – there are perpetually evolving digital solutions that can predict, analyze and influence employee retention rates.

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Understanding employee attrition retention

Why do people leave their jobs? First, they may have found a better-paying position elsewhere. Work-life balance is a factor as well; perhaps an employee wants more flexibility in their work. In another opportunity, they can be better parents, or are able to focus on non-work things like training for a marathon or volunteering in their local community.

Or, perhaps, their career trajectory hasn’t gone the way they hoped – and they see better paths elsewhere. Finally, the company’s culture may not be the right fit.

Normally, you would find out all this information via exit interviews, employee surveys, and periodic reviews.

However, AI can enhance this process by continuously analyzing a broader spectrum of employee data points. This includes performance reviews and engagement surveys to social media behavior and communication patterns.

Your AI bot can comb through all this on a regular basis and not only identify what influences employee attrition and also how these factors interact in complex ways..

Applications of AI in employee retention

Let’s look at the different ways in which you can use AI in employee retention.

1. Predictive analytics

Predictive analytics is one of AI’s most powerful contributions to HR, enabling proactive talent management by forecasting employee behavior. Through sophisticated machine learning models, organizations can analyze historical and real-time data, such as:

• employee demographics
• performance metrics
• engagement survey results

These data points help identify early warning signs that signal an employee might be considering leaving.

By understanding these patterns, HR teams can implement targeted interventions to address potential issues before they escalate.

Real-world application

IBM’s AI-powered predictive attrition model is a notable example of how predictive analytics can revolutionize retention strategies.

With a reported accuracy of 95% in identifying employees at risk of leaving, this tool helps HR departments design personalized retention plans tailored to individual employee needs. This can ultimately reduce turnover rates and boosting engagement.

Extended insight

Predictive analytics shifts HR from a reactive approach to a proactive one that prioritizes employee well-being.

This capability enables organizations to cultivate a healthier work culture by addressing employee concerns and aligning them with strategic business goals.

2. Sentiment analysis

Sentiment analysis, powered by natural language processing (NLP), provides organizations with a deeper understanding of employee morale and satisfaction.

By processing and interpreting unstructured data, such as feedback from internal communications, emails, social media posts, and review sites, sentiment analysis can pinpoint recurrent themes that affect employee engagement.

Real-world application

Amazon utilizes AI-based sentiment analysis tools to monitor employee satisfaction across its workforce.

By analyzing comments from internal communication channels and employee surveys, Amazon can quickly identify areas of concern and implement targeted solutions. Through this, Amazon ensures that employee feedback is integrated into strategic decision-making.

Extended insight

Sentiment analysis empowers HR departments to address the nuanced factors that contribute to employee satisfaction.

By continually monitoring sentiment trends, organizations can foster a transparent environment where employee voices are not only heard but also acted upon.

This proactive approach not only helps in mitigating discontent but also strengthens trust and alignment between employees and management.

3. Personalized employee experiences

The customization of employee experiences through AI is not just a tech upgrade but transforms how human resources nurture talent. Companies can use AI to analyze each employee’s performance data, preferences, and feedback to offer tailored career development paths.

This targeted approach can include recommending specific training programs that align with their skills gap, suggesting career advancements based on their success patterns, or even proposing suitable mentors within the organization who match their career aspirations and style.

There’s value in building career paths for your employees – Workable’s Great Discontent survey in 2023 found that 22% of workers say career opportunities are a factor in choosing to move jobs, and that’s up from 15.8% two years earlier. Meanwhile, when asked what could be better about their current job, 23.3% pointed to training and development – up from 20.9% in 2021.

Real-world application

Cigna is one example of AI use in career pathing and internal talent mobility. Faced with hiring for three to five thousand positions on a daily basis, the company realized its own employees were not properly informed of these opportunities within their teams.

To solve this problem, Cigna picked an AI-supported HR platform to surface open roles with its own employees in a setup described by its director of product marketing as a Netflix-style recommendation system based on user data.

Extended insight

Utilizing AI for career pathing allows HR departments to act more like career coaches than administrative bodies, providing employees with a more engaging and supportive work environment. This not only enhances the employee experience but also promotes a culture of continuous improvement and personal development.

You can also use ChatGPT to build a career development plan for your employees – complete with ready-to-use prompts.

4. Automation and employee support

AI-powered tools such as chatbots and virtual assistants represent a significant leap in providing real-time support to employees. These AI solutions can handle a wide range of inquiries related to HR policies, benefits, payroll queries, and job responsibilities efficiently, allowing HR professionals to focus on more complex issues.

This immediate assistance helps in reducing the turnaround time for query resolution, thereby enhancing employee satisfaction and operational efficiency.

Real-world example

As a 300-person company across three different major hubs (Boston, London, Athens) and sales and support on the ground in multiple other locations and time zones around the world, Workable’s HR team addresses numerous needs and questions on a regular basis.

To step up on its communications via an email, Slack, or even Confluence pages, the HR team built an “HR Workabot” trained on all the data, information, and content in its human resources.

This enables employees to immediately get answers to any question, including when the next holiday is, what benefits they have, how to get their tax documents, and more. The result is a speedier and more engaged workforce that knows it can get an answer to anything it needs.

Extended insight

By automating routine inquiries, AI not only streamlines operations but also collects valuable data on the types of queries being raised.

This data can be analyzed to further refine HR policies and procedures, ensuring they are clearly communicated and effectively meet employee needs.

Moreover, the constant interaction with a responsive AI tool fosters a tech-friendly atmosphere that can accelerate digital transformation across the organization.

Implementing an AI-powered retention framework

There are four fundamental steps when introducing AI into your employee retention strategy.

1. Data collection and integration

The success of any AI system heavily relies on the quality and quantity of the data fed into it.

For HR, this means integrating data across various systems – payroll, performance management, employee engagement, etc. – to create a comprehensive view of each employee.

2. Choosing the right AI tools

The market is replete with AI solutions, each offering different capabilities. Selecting the right tool involves understanding the specific needs of the organization and the problem it aims to solve.

It also requires considering the scalability, integration capabilities, and support offered by the vendor.

3. Ethical considerations

As AI systems are fundamentally driven by data, they are susceptible to the same biases present in their training data.

It’s essential for HR professionals to ensure that the AI tools they use are not only transparent but also regularly audited for bias and fairness.

4. Change management and employee buy-in

Implementing AI in HR processes can evoke concerns about surveillance and job displacement among employees.

Addressing these concerns transparently and highlighting the benefits of AI for employees is crucial for gaining their buy-in and ensuring the successful adoption of AI technologies.

Future trends in AI and employee retention

The future of AI in HR looks promising, with ongoing advancements in machine learning, predictive analytics, and natural language processing.

As these technologies become more sophisticated, they will provide even deeper insights into employee behavior and more refined tools for enhancing employee retention.

The post The role of AI in talent acquisition: a study for recruiters appeared first on Recruiting Resources: How to Recruit and Hire Better.

In the dataset, nearly four out of five respondents (78.9%) anticipate a substantial or slight increase in the importance and usage of AI.

Only a small fraction (4%) predict a decrease, underscoring a strong consensus toward AI’s expanding role.

It’s clear that AI’s influence is not just present but growing, not just tangibly but in the eyes of our respondents.

The industry lens

Differences stand out when we look at the dataset across industries. Notably, 52.7% in Construction predict a substantial increase in AI usage compared to the overall 38.2%. This suggests a significant shift toward more technologically integrated operations.

IT / Technology / SaaS (83.3% vs. 78.9% overall) and Manufacturing (83.2%) see AI increasing over the next few years as well. This aligns with their core operations which naturally integrate newer technologies faster.

At the other end, Healthcare stands out with 6.9% anticipating a slight decrease, possibly reflecting concerns around AI’s implications in sensitive areas such as patient care.

The post The future of AI in work: majority sees growth in this area appeared first on Recruiting Resources: How to Recruit and Hire Better.

Dawn felt tired after many meetings and wanted a longer lunch break to relax. She wondered if it was possible without causing trouble.

Sam worried that the company was watching what he did online. He couldn’t tell if it was real or just his imagination.

Molly felt sad when she found out about a job opening too late. She wanted to know why nobody told her about it.

Vince didn’t like taking time off work. He wondered if he could avoid using his vacation days.

Olivia got excited about the idea of getting a bonus. She wondered when it would happen and if it was real.

They all needed to reach out to HR to ask the burning questions.

But would they avoid that if there was another way to obtain the information they wanted without having to pose these uncomfortable queries?

The awkward questions list

Still wondering what the questions are?

Let us break them down for you:

• Is it okay to date someone from the workplace?
• Can I take a longer lunch break if I come in early and leave late?
• Is the company monitoring my emails and internet usage? 
• Why wasn’t I informed about the internal job posting before it was filled?
• What happens if I don’t want to use my vacation days?
• Is this Nick a higher-up? 
• What is his/her job role? 
• Will I receive a bonus and when? 

Do you see yourself fitting into any of those scenarios?

I know there are even more. If you ask an HR professional, they will come up with dozens of them. 

Each of these questions pertains to various workplace concerns and dynamics.

The topics cover various aspects of workplace dynamics and policies. They touch on the challenges of dating coworkers and navigating professionalism, conflicts of interest, and HR guidelines.

Additionally, there’s discussion about work-life balance, with considerations for extra hours worked versus time off taken.

Privacy concerns arise regarding surveillance in the workplace, particularly related to email and internet usage monitoring. Communication and transparency within the organization are also scrutinized, especially concerning internal job postings and the dissemination of pertinent information to employees.

Leave policies, including the implications of not utilizing allocated vacation days, are highlighted.

Lastly, inquiries into organizational hierarchy and employee benefits, including the role of an individual named Nick within the company and the timing of potential bonuses, round out the breadth of topics.

Each one underscores different aspects of workplace culture, policies, and interpersonal dynamics that can impact employee experiences and relationships within the organization.

We have automation now

Utilizing AI-powered technology alongside collaborative tools or an HRIS can enhance accessibility to information and streamline HR processes. Let’s elaborate on them one-by-one:

Human Resource Information Systems

An HRIS like Workable can streamline the process of answering these questions without requiring in-person interaction. Here’s how:

Policy documentation: An HRIS can store and provide access to company policies and procedures regarding workplace relationships, lunch breaks, digital privacy, job postings, vacation policies, and bonus eligibility. 

Employees can easily refer to these documents online, ensuring clarity and consistency in information dissemination.

Self-service portals: HRIS platforms often include self-service portals where employees can find answers to commonly asked questions. Employees can log in to the portal to access information about company policies, benefits, and procedures, reducing the need for direct HR involvement.

Automated notifications: HRIS systems can automate notifications regarding important updates or changes in policies, job postings, or bonus structures. This ensures that employees are informed in a timely manner, mitigating confusion or frustration over missed opportunities or outdated information.

AI-powered chatbots

This can be combined with the previous one, significantly increasing efficiency.

AI-powered chatbots or virtual assistants integrated into HR platforms can respond to employee queries instantly and accurately. 

These bots can be programmed to understand natural language, providing personalized support on topics such as workplace policies, break schedules, vacation accrual, and internal job postings. 

By leveraging AI, employees can access relevant information without needing direct interaction with HR personnel, promoting self-service and efficiency.

Collaborative tools  

Platforms like Confluence offer centralized repositories for HR-related documentation, including policies, procedures, and FAQs. 

HR teams can maintain up-to-date information on Confluence pages, ensuring employees have access to the latest guidelines and resources avoiding asking awkward questions. 

Employees can search for answers independently within Confluence, finding information on topics such as workplace relationships, vacation policies, organizational hierarchy, and bonus structures. 

Collaborative features allow HR teams to collaborate on document creation and updates, ensuring accuracy and consistency across materials.

Why is it important to avoid the awkward questions

Companies benefit greatly from working to avoid recurring employee questions and automating their resolution processes through HR technology. 

By proactively addressing common inquiries and streamlining responses, companies can save valuable time and resources for both HR professionals and employees. 

Automation reduces the burden on HR staff, allowing them to focus on strategic initiatives and more complex employee needs rather than repetitive administrative tasks. 

Furthermore, by providing clear, consistent, and readily accessible information through self-service portals and automated notifications, companies can improve employee satisfaction, foster a culture of transparency and trust, and enhance overall organizational efficiency. 

Additionally, automation helps ensure compliance with company policies and regulations by consistently applying rules and procedures across the organization. 

Overall, investing in systems to automate and manage employee awkward questions not only enhances HR effectiveness but also contributes to a more productive and engaged workforce.

The post How to use automation to avoid the awkward HR questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Notably, a substantial majority of respondents foresee a continued rise in AI usage within the hiring processes, with 68.1% of participants anticipating either a substantial or slight increase in the deployment of these tools in their companies’ recruitment strategies.

This suggests a broad acceptance and integration of AI as a beneficial component in streamlining and enhancing the recruitment process.

Additionally, about one in five (24%) believe that the utilization of AI tools will remain consistent, underscoring a stable confidence in the technology’s current contributions to recruitment​​.

This forward-looking perspective is anchored in practical expectations rather than far-fetched predictions, indicating that the integration of AI into hiring processes is seen not just as a passing trend, but as a substantive shift towards more efficient, data-driven recruitment practices.

As AI tools become more sophisticated, they are likely to further influence how organizations attract, screen, and retain talent, potentially making the hiring process more predictive of candidate success and aligning it more closely with organizational goals and culture.

The industry lens

When breaking down the responses by industry, we see some interesting discrepancies in how each sees the future of AI in hiring.

Construction is far ahead of the pack (44% vs. 26.8% overall) in predicting substantial increase of AI in hiring over the next five years, while IT / Technology / SaaS (72.7% vs. 68.1% overall) predict a substantial or slight increase.

Retail is more likely to see a slight or even substantial decrease of AI use in hiring (9%) than the overall (5.8%).

The post The future of hiring: 7 of 10 say AI usage will rise appeared first on Recruiting Resources: How to Recruit and Hire Better.

Now, imagine this: instead of your manager informing you that the job posting for the vacant position has been posted, they announce that the organization has decided to implement AI-driven solutions to handle the responsibilities previously managed by the departing individual.

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You are immediately skeptical of this new development.

“How will AI know how to do my former co-worker’s job?”

“We were working on some projects together. What will happen to those?”

These questions abound, among other fears and uncertainties.

However, a fascinating journey of discovery and adaptation unfolds, illustrating the symbiotic relationship between humans and AI in the workplace.

A fascinating journey of discovery and adaptation unfolds, illustrating the symbiotic relationship between humans and AI in the workplace.

AI integration is becoming increasingly prevalent in today’s rapidly evolving landscape of workplace dynamics. From streamlining operations to enhancing decision-making processes, AI has undoubtedly transformed various facets of organizational functioning.

However, as illustrated in the example above, when it comes to HR, the introduction of AI can evoke a spectrum of emotions, ranging from curiosity to apprehension.

At the heart of this narrative is the recognition that AI can be a valuable tool for HR professionals when used strategically and ethically. By leveraging AI’s capabilities, organizations can streamline administrative tasks, optimize recruitment processes, and gain actionable insights from vast datasets.

Returning to our original scenario, one of your former co-worker’s tasks was answering questions about employee benefits. Imagine: instead of being directed to a phone number, employees are now greeted by a chat box that provides instant access to not only the benefits information but also other HR-related information, policies, and procedures.

These AI-driven assistants can enhance HR service delivery, reduce administrative burden, and improve employee experience, all of which contribute to a more efficient and effective HR function.

But I understand you may have concerns. If AI can handle my former co-worker’s primary responsibility, what about my own job? It’s a valid question.

The value of the human touch

Amidst the excitement about the potential benefits of AI in HR, it’s important to remember the human aspect of this technological integration. While AI may excel in executing repetitive tasks and providing readily available information, it cannot replicate the nuanced understanding, empathy, and creativity that are inherent to human interactions.

Therefore, the HR function must navigate the human-AI relationship with care, ensuring that technology complements rather than replaces human expertise and intuition. This human-centric approach is crucial to maintaining the unique value that HR professionals bring to the table.

In fact, amidst the optimism about AI’s potential benefits, it’s essential to dispel the notion that AI is a substitute for human involvement in HR. While AI can enhance efficiency and effectiveness, it cannot replace the human touch in areas such as employee relations, conflict resolution, and leadership development.

HR will always need humans – individuals who possess empathy, intuition, and a deep understanding of human behavior.

Easing the workload

As a former HR leader and consultant to HR professionals, I am particularly excited about one of the most significant advantages of AI in the HR realm: the potential to alleviate stress and burnout among HR practitioners.

By automating mundane and time-consuming tasks such as data entry, scheduling, and compliance management and answering questions about information that is already accessible, AI liberates HR professionals to focus on strategic initiatives and meaningful interactions with employees.

This shift enhances job satisfaction and significantly empowers HR teams to impact organizational culture and employee well-being, thereby relieving HR professionals of some of their workload and stress.

Reducing financial stress

Furthermore, the integration of AI in HR promises cost savings for organizations. By streamlining processes and optimizing resource allocation, AI-driven solutions can drive operational efficiencies and reduce overhead costs.

From talent acquisition to performance management, AI-enabled platforms can yield valuable insights that inform data-driven decision-making, leading to more informed and effective HR strategies.

Humans and AI: the best of both worlds

In conclusion, the integration of AI in HR represents a paradigm shift in how organizations approach talent management and organizational development.

By embracing AI as a complementary tool rather than a substitute for human expertise, HR professionals can harness its transformative potential while upholding human-centric values.

The key lies in fostering a workplace culture that values technological innovation and human connection, ensuring a harmonious coexistence between humans and AI in pursuing organizational excellence.

The post The role of AI in talent acquisition: a study for recruiters appeared first on Recruiting Resources: How to Recruit and Hire Better.

We wanted to understand the depth of these concerns and fears among workers in our AI in Hiring & Work survey, and the results were actually optimistic. Workers are feeling pretty good about AI at work.

We can dig into it further, but right now, we will say that it’s likely because the “boring” parts of work are being automated, freeing up time to focus on the more interesting, challenging, and strategic elements of work. AI is the happy assistant that helps take care of those mundane tasks for you – and accurately too, if you manage it well.

The post AI has positive impact on morale, say 52.4% of workers appeared first on Recruiting Resources: How to Recruit and Hire Better.

AI is not a single, anomalous monolith – it brings a complex range of technologies with a wide-ranging and diverse impact.

That means we need to somehow measure the intangible impacts of AI on worker motivation. To find out, we asked respondents directly about their comfort levels, team morale, and predictions.

The post 71.9% of workers generally comfortable with AI: Survey appeared first on Recruiting Resources: How to Recruit and Hire Better.

In the survey, we asked respondents whether they saw actual job displacements in their company as a result of AI, and the responses are pretty spread out.

On the one hand, more than one in five (22.7%) say they saw many job changes or layoffs in their work, with another 34.5% saying there was a bit of an impact.

But, on the other hand, more than one in three (36.5%) say there weren’t any known job displacements whatsoever.

This means 71% have seen minimal or no displacement thanks to AI. What this says to us is that the worries about job loss related to AI isn’t necessarily grounded in truth – rather, it’s just that jobs are changing. For example, Trevor Bogan at the Top Employers Institute told us about a talent shift as a result of AI, and that adapting and learning how to use the new technology is absolutely the way to go.

The industry lens

It makes sense that the fears of job loss would be accentuated when there’s actual job loss.

Construction led the way in terms of job worries. Three in four (74.6%) say there were a few or many job displacements in their company.

Meanwhile, retail (44.8% vs. 36.5% overall) and Education (42.9%) are more likely to say they saw no actual impact to jobs as a result of AI.

The post Your job’s likely OK in AI: 71% report little or no displacement appeared first on Recruiting Resources: How to Recruit and Hire Better.

All of these things contributed to destabilization of economies – and at the individual level, anxieties around job security.

In Workable’s AI in Hiring & Work survey, one of the questions we asked was about how employees are feeling about AI’s emergence as a mainstay in the workplace.

So, are employees worried about their jobs? Yep, they are.

Nearly seven out of 10 (68.1%) say employees in their company frequently or occasionally express concerns about AI impacting their job security.

Only 7.9% – less than one in 12 – say they don’t see those concerns being raised in their workplace.

The post 7 out of 10 workers are worried about jobs in age of AI: Survey appeared first on Recruiting Resources: How to Recruit and Hire Better.

Recent surveys and reports shed light on a burgeoning trend: a substantial proportion of HR professionals are now harnessing the capabilities of gen AI to enhance various aspects of their work. 

This movement is not just about adopting new tools; it represents a deeper evolution in the approach to HR management, where AI’s potential to optimize and innovate is being recognized and actively pursued.

Gen AI among HR professionals

Statistics reveal a growing acceptance and utilization of gen AI among HR practitioners. For instance, in a comprehensive survey conducted by Grammarly found that 60% of professionals use generative AI for work-related tasks, and 61% of knowledge workers report that their teams are planning to implement gen AI technology within the next 12 months

“HR expects to take a leading role in the evolution of generative AI; 35% of the 133 HR leaders who responded to Gartner’s survey expect to lead their organization’s enterprise-wide AI ethics approach,” noted Helen Poitevin, VP analyst in the Gartner HR practice.

This widespread adoption underscores a pivotal transition, with gen AI becoming an integral component of the HR toolkit.

The implications of this shift are profound. With gen AI, HR departments can automate routine tasks, such as sorting through resumes and scheduling interviews, thereby freeing up valuable time to focus on more strategic initiatives like workforce planning and employee development. Furthermore, gen AI’s ability to analyze vast amounts of data can help HR professionals identify trends and insights, enabling more informed decision-making and a proactive approach to addressing workforce challenges.

Related: AI has a positive impact on job creation, and we have proof of it

Enhancing Communication with AI

One of the most significant impacts of gen AI in HR is its ability to transform communication. Effective communication is the backbone of HR, crucial for everything from recruiting and onboarding to employee engagement and retention. 

Gen AI tools have changed this domain by making communication more efficient, targeted, and impactful.

AI-driven communication platforms can automate and personalize a wide range of HR communications, from initial recruitment messages to regular employee updates.

This not only ensures consistency and accuracy but also allows for a level of personalization that was previously unattainable at scale. 

For example, AI can tailor communication based on the recipient’s role, location, or even personal preferences, enhancing the relevance and effectiveness of the message.

The benefits of improved communication are tangible. The same study by Grammarly and The Harris Poll titled “State of Business Communication” highlights that employees who use generative AI tools for writing tasks experience a 52% increase in efficiency, a 50% boost in productivity, and a 38% reduction in costs. 

By automating the creation and distribution of communication materials, AI enables HR professionals to dedicate more time to strategic engagement and personalized interactions, fostering a more connected and motivated workforce.

Related: Top AI in hiring statistics

Improving work quality through AI

The influence of gen AI extends beyond communication, significantly elevating the quality of work across HR functions. From the automated generation of job descriptions to the sophisticated analysis of employee feedback, AI is enabling HR professionals to perform their roles with greater accuracy and consistency. 

Tools like AI-powered analytics platforms are transforming decision-making processes by providing insights into employee performance, engagement levels, and retention rates, thereby allowing HR teams to devise more effective strategies.

One of the most compelling applications of AI in HR is in performance management. AI systems are now capable of analyzing performance data in real-time, offering personalized feedback to employees, and identifying development opportunities that are aligned with individual skills and business goals.

This not only streamlines the performance review process but also contributes to a more dynamic and supportive work environment. 

Furthermore, AI’s capacity to predict employee turnover and identify factors contributing to dissatisfaction or disengagement is helping organizations to proactively address potential issues, thereby improving retention rates and overall workplace morale.

Boosting productivity in HR with AI

Generative AI is not just transforming how HR tasks are executed; it’s redefining the very notion of productivity within the HR domain. By automating routine and time-consuming tasks, AI enables HR professionals to focus on more strategic and impactful activities. 

For instance, AI-powered tools are being used for resume screening, candidate matching, and even preliminary interviews, significantly reducing the time HR teams spend on these processes. 

The implications of this shift are profound: a study by Deloitte indicates that organizations utilizing AI for such tasks can see a productivity increase of up to 35%.

Moreover, AI’s role in reducing miscommunications and errors—common issues in manual HR processes—cannot be overstated. 

By ensuring that communications are clear and processes are accurately followed, AI tools minimize the risk of costly mistakes and misunderstandings. This level of precision and efficiency translates into not just time savings but also enhanced employee satisfaction and engagement.

AI education and training in HR

The potential of AI in HR can only be fully realized through a comprehensive understanding and adept use of these technologies. 

Hence, the emphasis on AI education and training within HR is critical. Organizations leading in AI adoption are implementing specialized training programs designed to enhance AI literacy among HR professionals. 

These programs focus on the practical applications of AI tools in HR tasks, ethical considerations, and data privacy, ensuring that HR teams are equipped to leverage AI responsibly and effectively.

Additionally, fostering a culture of continuous learning and adaptability is essential for staying abreast of rapid technological advancements. 

HR departments that prioritize ongoing education on AI and its evolving capabilities are better positioned to innovate and maintain a competitive edge in talent management and organizational development.

Strategic investment in HR technology

To capitalize on AI’s potential, strategic investments in HR technology are essential. This means not only adopting AI tools but also ensuring that these tools are integrated seamlessly into existing HR systems and processes. 

Successful organizations are those that select AI solutions that complement their HR strategies, enhance employee experiences, and drive operational efficiencies.

Investing in AI technology also involves a commitment to data security and privacy, considering the sensitive nature of HR data. Therefore, selecting AI partners and platforms that prioritize ethical AI use and data protection is paramount for HR leaders aiming to build trust and ensure compliance.

The integration of AI into HR practices offers an unprecedented opportunity to transform traditional tasks into strategic, impact-driven operations. 

By enhancing communication, improving work quality, boosting productivity, and fostering a culture of continuous learning and innovation, AI is setting a new standard for HR excellence. Do you feel part of it?

The post AI in HR can transform overload into meaningful impact appeared first on Recruiting Resources: How to Recruit and Hire Better.

As an HR professional, you have a gift – and a responsibility – to support your fellow team members to achieve their own ambitions and goals and grow professionally.

Personalized career planning and skill development plans help your team members grow their knowledge and skills which they can then put back into your team. For their part, personalized career planning helps them see a future at your company.

ChatGPT’s personalized responses and real-time feedback make it a very helpful tool when making personalized career development plans. ChatGPT can’t replace you as a career coach, but it can help you make a list of action items for career development. It’s one of the many ways ChatGPT for HR is so useful.

This tutorial will show you how to use ChatGPT to make career development plans, and what ChatGPT career prompts to use.

1. Career path exploration

Note: The ChatGPT career prompts will make use of the PocketHR custom GPT, denoted by “@PocketHR” in any prompts where applicable. To learn how to use custom GPTs, read the OpenAI documentation here.

ChatGPT can help you find potential career paths for your team members that align with their skills, interests, and professional goals. Once they have an action plan and set milestones to achieve it, they can bring their newfound knowledge and add that back to your team.

Putting time and energy into helping your team members explore career paths also helps with employee retention. Employees who get opportunities for career development have 34% higher retention and are 15% more engaged with their work.

Skill and interest assessment

If an employee wants to broaden their skill set or explore a potential role or transition, you can use ChatGPT to help them find a way to explore the area they’re interested in.

Let’s say you have a team member who is a digital marketing specialist, and they’re curious about transitioning to data analytics.

You can use a ChatGPT career prompt like:

ChatGPT Career Prompt: @PocketHR Identify key skills and interests for a professional specializing in digital marketing with an interest in data analytics.

This is useful for finding overlap between the team member’s current skill set and the area of interest they want to explore, to make a skill set development path that fits their unique profile.

You can then take that information, and build on it to make a timeline for the team member to learn skills in their chosen area of interest.

ChatGPT Career Prompt: @PocketHR Give me a timeline for learning the skills this professional needs to transition to data analytics, with goals and milestones. Include recommendations for courses and certifications.

Role identification and career mapping

You can use ChatGPT to find specific roles that fit the team member’s career goals and aspirations based on their existing skills and industry trends and narrow down the ones that are the best fit for their career development.

ChatGPT Career Prompt: @PocketHR List potential roles for an HR professional interested in incorporating technology into employee engagement strategies.

From there, you can build off the role the team member is most interested in, and make a career plan to transition to their desired role.

ChatGPT Career Prompt: @PocketHR Create a career map for transitioning from their current role to {{desired role}}. Include skill development, experience accumulation, timelines, and any necessary certifications or qualifications.

For this example, we’ll go with role 2: Employee Experience Manager

Industry trends analysis

What if the team member wants to prepare themselves for an emerging role in a new or growing industry?

ChatGPT can help your team members future-proof their careers. With the right prompt, ChatGPT can act as a career coach and anticipate the skills they should learn to pivot and adjust to changing industry trends for their next career move.

ChatGPT Career Prompt: @PocketHR What are the current trends in AI and machine learning for professionals in software development?

ChatGPT is great at predicting possible outcomes and simulating hypothetical scenarios. You can use that to help your team members stay relevant and move into roles where demand is growing.

2. Skill gap analysis

With ChatGPT, you can find the specific areas where a team member needs development or training for promotion to a more senior role within the same team or department.

For example, if a mid-level marketing coordinator wants to be considered for a senior manager role, you can ask ChatGPT:

ChatGPT Career Prompt: @PocketHR Compare the skills required for a senior marketing manager role to those of a mid-level marketing coordinator.

If something among those skills catches your team member’s interest, you can then have ChatGPT make a plan to learn that required skill and position themselves for the promotion. Let’s do Budget Management, as an example.

ChatGPT Career Prompt: @PocketHR Make a skill development plan for the mid-level marketing coordinator to learn Budget Management.

What if the team member wants to transition into another department altogether? ChatGPT can give you a list of actions for career development to guide the transition.

ChatGPT Career Prompt: @PocketHR What are the key skills needed for transitioning from a customer service role to a sales position?

Learning and development recommendations

If you’ve already had discussions with your team members about what roles and paths interest them and what skills they need to break into them, ChatGPT can then recommend resources and learning paths for them to learn what they need to.

In this example, a data analyst wants to learn Python but doesn’t know where to get started. You can recommend courses and online platforms to give them a nudge in the right direction.

ChatGPT Career Prompt: @PocketHR Recommend online platforms offering advanced Python programming courses suitable for data analysis.

You can also create a structured learning plan for the team member to learn what they need to learn, and have milestones to complete those courses and apply the skills they learned in their current role.

ChatGPT Career Prompt: @PocketHR Design a 6-month learning plan for learning advanced Python skills, including timelines and milestones, and which courses to complete and when.

Remember to make the plan realistic and take into account the team member’s current workload to prevent them from getting overburdened.

Learning and development go beyond individual skill training. Your team member will likely need mentorship to help guide them on their chosen path. You can use ChatGPT to make that a part of your plan.

ChatGPT Career Prompt: @PocketHR How can I integrate mentorship into this learning plan for learning Python as a data analyst?

Then, use ChatGPT’s recommendations to help find the perfect mentor from within your organization. Organize periodic meetups and discussions for the team member to get a chance to talk to people who have made the same career change they’re doing.

3. Resume and LinkedIn profile optimization

Even after your team member gets all the skills, certifications, and coaching they need to take the next steps in their career, they’ll still need to present those somehow.

A well-crafted resume and a polished, updated LinkedIn profile are how they do that. ChatGPT can give you some pointers on what to include and what to say on your team member’s resume and profile to help them on their way.

ChatGPT Career Prompt: @PocketHR What are some best practices for updating a LinkedIn profile for career advancement in software engineering?

You can take it a step further and identify which sections to expand on and what language to include, like what skills and experiences to highlight.

ChatGPT Career Prompt: @PocketHR What should I include in {{skill 1}} and {{skill 2}} to attract opportunities in advanced software engineering? Highlight skills and qualifications I need to include.

We’ll go with 4 and 5 for this example.

4. Interview preparation

The time has come, your team members have spent months preparing, upskilling, and getting guidance from mentors and peers, and now they have everything they need to excel in their desired roles.

The last remaining obstacle in their way is to ace the interview for their transition or internal promotion. You can help them overcome their imposter syndrome and tell a story about their work history that sells them.

There are ways you can help them with that, with ChatGPT’s guidance.

In this example, you’re helping a software engineer at your company transition to a cybersecurity specialist role. You can help prepare a mock interview to help them answer any questions that come their way with confidence.

ChatGPT Career Prompt: @PocketHR Simulate a mock interview for a software engineer transitioning to a cybersecurity specialist.

After you have the basic structure down, you can then prepare for the questions that might come up in each part of the interview, and how to prepare a response based on your team member’s background.

ChatGPT Career Prompt: What are some common questions that someone might get in this interview, and how could a software engineer prepare for them?

Use ChatGPT to give your team members the best chance to succeed

Helping other people reach their hopes and dreams and watching them grow to be the best professional version of themselves is one of the greatest things about working in HR.

ChatGPT can’t replace a human career coach, but it can help you at every step of making a career development plan, from identifying any skills gaps, right down to the interview where you succeed in helping them land their dream role.

To learn more about how ChatGPT can improve your processes and make life easier for you as an HR professional, check out our ChatGPT tutorials here.

The post Use ChatGPT to make a career development plan, with prompts appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Still, many companies fail in this area. A Workhuman survey revealed that more than half of employees want to see their companies offer more recognition, while a BlueBoard survey showed that 40% of companies have not taken steps to build a culture of appreciation.

Even when bosses take the time to show appreciation, it can often fall flat. Another study on workplace culture that surveyed employees in the US, UK, and China found that 43% of employees who were recognized by their companies felt the gesture was “empty” and “not meaningful.” The study puts organizations on notice that employees expect recognition to be sincere and significant.

So what does meaningful recognition look like? One valuable way to express appreciation is by showing an interest in your employees’ professional development.

The value of employee learning and development

Essentially, recognition shows employees they are important and serves as an organization’s way of communicating that it sees and values its employees’ efforts and accomplishments. It says, “We’re glad you’re here and we want you to stay.”

Providing opportunities for learning and development is a powerful form of employee appreciation because it acknowledges an employee’s value. It indicates that the employee is seen as a worthwhile investment and communicates that the organization has confidence in the employee and their abilities.

Recent studies support the idea that employees see value in learning and development. A 2021 Pew Research Study showed that 63% of the employees who left jobs that year pointed to a lack of advancement opportunities as a reason. In 2022, a McKinsey and Company study identified a lack of career development as the top reason for leaving a job.

The impact of employee learning and development

The list of benefits that organizations gain from facilitating employee learning and development is long and broad, but almost always begins with improved morale.

As mentioned above, investing in an employee’s development communicates they are a valued part of the organization – a message that can dramatically improve employee satisfaction.

Learning and development also drive employee engagement. As employees become more skilled at their jobs, their confidence level grows, leading to greater motivation, initiative, and output. When widespread, it drives greater overall corporate profitability.

Retention rates can also increase through learning and development programs. The University of Phoenix Annual Career Optimism Index for 2022 revealed that 68% of employees said they would stay at a job with an employer who provided upskilling opportunities and showed that 65% of employees would stay based on reskilling opportunities.

Employees who upskill and reskill their employees also contribute to a more robust talent pipeline. Learning and development make an organization’s workforce more agile and capable of shifting into new positions as opportunities arise. It can also inspire workers to take the steps necessary to advance to higher levels within the organization.

The best approach to creating or enhancing L&D

The ideal learning and development approach aligns with both employee expectations and corporate goals. Consequently, the first step in crafting a program will involve assessing organizational and individual needs.

An assessment of performance metrics can provide insights into skills gaps that exist within the organization, which will help the organization define the learning objectives that are critical for moving the organization forward. General training programs should flow from those learning objectives.

Assessments should also involve interviews and surveys that identify the personal learning and development goals of employees. This is a critical step in communicating that learning and development are meant to support and benefit the employee as well as the organization. Gathering and acknowledging employee input has the potential to increase motivation and participation when learning and development programs are rolled out.

Individual interviews can also be used to create personalized development plans for employees by identifying their career goals as well as any skills gaps that need to be bridged to meet those goals.

These interviews create an environment in which employees and their managers work together to map out steps, such as formal training and stretch assignments, that will contribute to learning and development.

As programs are developed, organizations should acknowledge that the best learning is not a “one-size-fits-all” endeavor.

Learning and development can be delivered through a variety of channels and formats to provide a higher likelihood of success, including online courses, mentoring programs, conferences and seminars, job rotations, and more.

Measuring the effectiveness of programs is also critical to their ultimate success. Organizations can assess the value of learning and development by evaluating participation, employee feedback, and the impact on individual and corporate performance.

Learning and development programs require a significant investment from organizations, but they can also provide a significant return. They are a powerful tool for showing employees how much they matter to the organization and the potential they have for growth.

Ultimately, they result in a workforce that is more engaged, more confident, and more equipped to meet the shifting needs of today’s rapidly evolving business landscape.

Lauren Winans is the Chief Executive Officer and Principal HR Consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for both short-term and long-term projects. Based in Pittsburgh, Pennsylvania, she has 20 years of human resources and employee benefits experience and possesses a deep expertise of HR best practices and what resonates with employees. She founded Next Level Benefits in 2019, offering HR teams access to former corporate HR professionals on-demand when they need them most.

The post Learning & development plans: value, impact, best practices appeared first on Recruiting Resources: How to Recruit and Hire Better.

Whenever you onboard a new employee, train someone in a new subject area, or have a dispute between two team members, the HR policies you set make sure each situation is resolved consistently, the same way, every time, in a way that’s consistent with your company’s mission and core values.

Here, generative AI tools like ChatGPT can be a huge asset for you. ChatGPT can put together HR policies and documentation in a fraction of the time it would take for you to do it on your own. If you have a basic structure in mind, you can give it to ChatGPT and tell it what language to use, and it can take care of the rest.

All you need to do then is review the policy and make sure it’s legally compliant and in line with your company’s values.

If you know how to talk to ChatGPT, it can save you hours of labor-intensive work and free up more time for the strategic planning and thinking that goes into drafting HR policies.

This tutorial will walk you through how to use ChatGPT to make better HR policies.

Best practices for HR policy creation with ChatGPT

If you’re new to using ChatGPT, it helps to have a clear purpose and intention for it in mind before integrating it into your workflows. That will help guide the way you use ChatGPT so that your company policies are as useful as possible.

A few things you should do before you get started:

Define your needs: Identify the types of HR policies you’ll want to create or update. This can include your remote work policy or your diversity, quality, and inclusion (DEI) initiatives

Gather information and documents: Get together your existing policies and compliance checklists, that ChatGPT can use as a reference to build off of. ChatGPT works best with context, so its output will give you more value if it knows what policies you had before

Use clear, direct prompts: When you interact with ChatGPT, use clear prompts that spell out exactly what you need and why. This will make your HR policies more targeted and useful

Personalize output: The AI-generated HR policies you’ll get from ChatGPT will have the basic structure you need but are told in generic language. Edit the policies to reflect your company culture, and have your HR team review them before building them into your existing documentation.

1. Drafting policies

Note: These prompts make use of the PocketHR GPT, denoted by “@PocketHR” at the beginning of every prompt.

ChatGPT can do a lot of the legwork that goes into writing your HR policies themselves.

Writing an HR policy is a complicated and multi-step process. Broadly, these steps are:

1. Define the Scope and Objectives of the Policy
2. Research Relevant Laws and Regulations
3. Draft the Initial Policy
4. Review and Revise the Draft
5. Finalize the Policy
6. Create an Implementation and Communication Plan

This tutorial will show you how you can use ChatGPT at each step, but you can choose to do each or all of these steps yourself.

Step 1: Define the scope and objectives of the policy

Before you start writing your HR policy, you’ll want to have a clear idea of what what you want the policy to cover and what you want it to accomplish.

Say you’re drafting a new remote work policy for your company, and you want to set some objectives before writing it yourself. A

ChatGPT prompt you can try might be:

ChatGPT Prompt: @PocketHR Help me outline the key objectives and scope for a remote work policy tailored for a mid-sized tech company emphasizing flexibility, productivity, and work-life balance.

Step 2: Research relevant laws and regulations

Before building any new HR policy into your current processes, you’ll want to make sure it’s compliant with state and federal law.

If you enable ChatGPT to browse the web with certain plugins, it can help you research any laws and regulations you’ll need to be aware of before drafting the policy.

Keep in mind that ChatGPT is not a lawyer and shouldn’t be relied upon for official legal advice. Still, it can give you a place to start and give you some general guidelines to follow while you do a legal compliance check.

ChatGPT Prompt: @PocketHR List the key federal and state laws in the U.S. that a remote work policy must comply with, focusing on labor standards, data protection, and employee rights.

If you want to dive deeper into how a certain law impacts the policy you’re making, you can even have ChatGPT give you a detailed breakdown of the codes and aspects of the law that relate to the policy.

In the above example, you can ask ChatGPT to tell you more about how The Fair Labor Standards Act (FLSA) would factor into your new remote work policy.

ChatGPT Prompt: How would the Fair Labor Standards Act factor into my new policy?

Step 3: Draft the initial policy

Now that you know what you want the policy to accomplish and what laws you’ll need to stay compliant with, you can have ChatGPT draft the policy itself.

ChatGPT Prompt: @PocketHR Draft an initial remote work policy including sections on eligibility, application process, work hours, communication expectations, data security, and legal compliance, based on the objectives and scope outlined earlier.

If you feel like the policy is too general, you can have ChatGPT fill each section out with more detail by having it write each section individually, one at a time.

First, have ChatGPT give you the sections that will go in the policy.

ChatGPT Prompt: @PocketHR What sections should the remote work policy include? Give the names of the section headings. Eligibility, application process, work hours, communication expectations, data security, and legal compliance, etc.

Then, have ChatGPT tackle each section individually. This will give each section more depth than if it were to write the whole policy all at once.

ChatGPT Prompt: @PocketHR Please write this section of the policy: Workspace Requirements.

Step 4: Review and revise the draft

Once you have your policy, you can personalize your output and refine the draft by giving ChatGPT feedback and telling it to make some necessary adjustments.

ChatGPT Prompt: @PocketHR Revise this draft to emphasize greater flexibility in work hours and include guidelines for managing work-life balance while ensuring data security and compliance with labor laws.

Step 5: Create an implementation and communication plan

Now that your remote work policy is to your liking, you can ask ChatGPT to help you plan how to get the word out to the rest of the company and make a communication plan.

ChatGPT Prompt: @PocketHR Draft an implementation and communication plan for the new remote work policy, outlining steps for training managers and employees, updating internal systems, and scheduling informational sessions.

2. Updating procedures

Creating a new remote work policy from scratch is one thing. What if you already have a remote work policy, but you just want to update it and make sure it’s still legally compliant?

ChatGPT can help with that too. Give it your existing policy, and it can find areas that need updating and where you may want to revise it.

Step 1: Review current procedures

Let’s say you want to make sure your time-off request procedure fits with the new remote work policy you just made.

First, give ChatGPT the policy you already have. We’ll use the Workable remote employee onboarding checklist as an example.

First, we’ll scan and read the checklist using the WebPilot custom GPT.

ChatGPT Prompt: @WebPilot scan and read our company’s remote employee onboarding checklist. Just say “Done.” when you’re finished, no need to do anything else: https://resources.workable.com/remote-employees-onboarding-checklist

Click “Allow” when prompted.

Then switch back to PocketHR, and summarize the remote work policy.

ChatGPT Prompt: @PocketHR Summarize the key components and objectives of our current remote work policy.

Step 2: Identify areas for update

Then, use ChatGPT to find any changes or updates in current laws and technology for remote work you may need to build into your remote employee onboarding.

ChatGPT Prompt: @PocketHR Based on the latest federal employment laws and remote work trends, what sections of the remote employee onboarding checklist should be updated?

Step 3: Research best practices and legal requirements

You can use this opportunity to look into any changes in the law or industry best practices before making the changes in your new HR policy procedure. That way, you can take the policy you already have and build upon it.

ChatGPT Prompt: @PocketHR What are the current best practices for onboarding employees in a remote work environment, and what legal considerations should we be aware of?

Step 4: Draft updates to the procedure

Then you can use what you learned about the changes in best practices and trends to update your remote work onboarding checklist accordingly.

ChatGPT Prompt: Use what you learned about the changes in best practices and trends to update your remote work onboarding checklist accordingly.

3. FAQ creation for HR policies

You can also use ChatGPT for one-off simple tasks that don’t require much time and effort so you can spend your energy on more important things. For instance, you can have it make an FAQ section for a policy you already have.

In this example, we’ll add a remote onboarding FAQ to go with our onboarding checklist. ChatGPT can anticipate common questions and answers to go with them.

Use @WebPilot again and have it look at your existing policy. You can either paste the raw text, or you can give it the link and have it analyze the web page.

ChatGPT Prompt: Here is our remote employee onboarding checklist. Based on this policy, generate a list of FAQ questions that employees are likely to have.

4. Compliance checks

Before implementing a new policy or updating an existing one, you can have ChatGPT do a preliminary compliance assessment and make sure it’s in line with industry regulations.

First, prompt ChatGPT with your current policy, and then have it draft an appropriate list of questions. We’ll use the Workable compensation policy template in this example.

ChatGPT Prompt: @WebPilot Here is our compensation policy. Based on this, make a checklist of compliance questions for evaluating this policy against the latest GDPR and employment laws.

{{Insert Policy}}

Then, switch back to @PocketHR and flag any potential areas that might clash with the laws you’re cross-referencing.

ChatGPT Prompt: @PocketHR Now, identify potential areas in our compensation policy that may not comply with GDPR and employment laws

Make your HR processes better than ever

Making an HR policy from scratch or even updating an existing one to be up-to-date with existing laws and trends is a time-intensive process. ChatGPT expedites that process by helping you every step of the way: from deciding what needs to into your new HR policy to figuring out how to get the message out to the rest of the company.

Are you curious about other ways ChatGPT can help make your life easier as an HR professional? Check out the rest of our Workable ChatGPT tutorials and be on your way to making your HR policies and procedures better than ever.

The post How to write better HR policies with ChatGPT: a guide appeared first on Recruiting Resources: How to Recruit and Hire Better.

And the seemingly endless list of new AI tools is growing by the day. 2024 is bound to see even more developments in this area.

But how effective is it? In Workable’s AI in Hiring & Work survey report, we wanted to understand the effectiveness of the technology at a deeper level in overall work.

And now, we have a snapshot of how it’s being used in the modern working world.

The effectiveness of AI at work

In all the excitement, an important question stands out for professionals: how does AI help one work?

Since work is often measured in terms of productivity, we asked how effective AI is at enhancing day-to-day operations.

Three in four (75.7%) say it’s either highly or somewhat effective in their daily job.

Another two out of five say it hasn’t made a difference – in other words, they answered “neutral”.

Just one in 20 (5%) say AI is somewhat or highly ineffective at enhancing productivity.

The industry lens

Construction resoundingly calls AI very effective in enhancing productivity (86.4% vs. 75.7% overall), with Accounting / Finance coming in second out of the seven industries in this measurement (82.3%).

Healthcare is much more likely to say the effect is ultimately neutral (29.4% vs. 19.5% overall) – it’s also more likely to say it’s somewhat or highly ineffective (6.9% vs. 5% overall).

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Because the focus of hiring and recruitment is ultimately to get job applicants – and ideally, the perfect hire – it makes sense to ask hiring team members what the experience has been like for candidates when AI is used in hiring.

So, we asked that specific question in our AI in Hiring and Work survey: “How do candidates generally respond to the use of AI in your hiring process?”.

Two out of five respondents (38.7%) say they’ve received mostly positive feedback from candidates in regards to AI in hiring. That sounds pretty good, except that half (49.2%) also say they’ve received mixed feedback from applicants in the hiring process.

AI in hiring – the positive CX

Let’s look at the positives first: it likely stems from better communication – even automated information and updates are better than nothing at all. Candidates like to know what’s going on with their application. For instance, AI chatbots can make a huge difference.

Also, the automation capabilities of AI in the hiring process mean that the hiring process can be sped up. That’s always a nice experience for candidates, who are accustomed to long waits between updates and stages in the process. We’ve seen complaints on Reddit about that.

AI in hiring – the negative CX

What about the negatives? We can presume that it’s about the non-human approach. You know how annoying it can be to “press one for XYZ” and “press two for ZYX” when trying to get through to a human being in customer support. Candidates are no different.

Also, there’s a perceived danger in allowing “robots” to make decisions for you – candidates are understandably skeptical about that. Being transparent about this from the get-go will be crucial to set expectations and maintain a positive experience for candidates.

The industry lens

When looking at the different industries, Construction leads in terms of positive feedback (53.3%, a full 14.6 points higher than the baseline), while Manufacturing lags in that same area (33.8%).

Retail, on the other hand, has twice as many respondents receiving mostly negative feedback compared with the baseline (10.5% vs. 5.3%) while just 2% of Healthcare respondents say the same.

The post AI and candidate experience: 49.6% say it’s a mixed bag appeared first on Recruiting Resources: How to Recruit and Hire Better.

So, in our AI in Hiring & Work survey, we asked respondents what issues they’ve run into when using AI in hiring. What struck us is how spread out the responses were in comparison to other questions asked in the survey.

That being said, however, we know the concerns around bias and privacy when using AI at work – and we’ve written extensively about both, including best practices for maintaining ethical AI usage, overcoming bias using ChatGPT, and tackling bias and privacy concerns when using AI in HR.

So it came as no surprise that bias and privacy were leading concerns in our survey dataset. Let’s go through them now.

Hiring bias

In the survey, two out of five (40%) of respondents pointed to hiring bias as a major issue when using AI in their recruitment.

Fair enough. Bias is a huge consideration when making a hiring decision in general. Technology does help in overcoming bias in some areas with anonymized screening, standardized assessments, and other features.

And it’s important to note that AI tools are often trained on existing materials and experiences, meaning it’ll aim to replicate the biases inherent in the system. So, as we’ve previously reported – AI is not at fault. Rather, the data it’s trained on is.

In this case, technology giveth and it also taketh away. However, hiring teams can overcome this challenge with the right level of human involvement and supervision, if not taking over outright.

Legal considerations

Meanwhile, 37.2% point to privacy concerns especially when handling the personal data of candidates and employees.

Perhaps overlapping is the 30.7% who highlight compliance as a focal area that’s keeping them up at night – largely due to copyright, security, and other regulated areas.

Data privacy, of course, is a major ongoing concern for employers with mounting legislation on the heels of GDPR in Europe and CCPA in California. It’s reaching a point where every government will have some form of data privacy law in place.

The big concern with AI is that hiring teams interact with external technology using sensitive candidate and employee data in what amounts to a new wild west in this age of AI. Legislation around this is sparse, although is rapidly evolving over the coming years – we’re already seeing this in the European Union’s AI Act. There’ll no doubt be more to come.

Meanwhile, an AI tool usage policy will be useful for your organization.

Talent identification

In other parts of the survey, we found the top two use cases of AI in hiring to fall in line with candidate identification – resume screening tools being used by nearly three of five (58.9%) and candidate matching tech being utilized by 43.1%.

We find that the major issues are in line with those top use cases. For instance, overemphasis on keywords (31.2%), inaccurate interpretation of soft skills (26.3%), inability to capture candidate potential (15.5%), and over-reliance on historical data (15.5%) are all popular areas of concern for hiring team members when using AI.

Despite its rapid evolution, AI and the many tools utilizing it continue to be in a relatively nascent stage. Two scenarios are likely here:

AI tools are not quite sophisticated enough to support teams in identifying top talent
Hiring team members are not quite sophisticated enough in how they’re using AI tools

It’s probably a combination of both.

The industry lens

Hiring bias is an even bigger consideration for Construction (48%), Manufacturing (45.5%) and IT / Technology / SaaS (44.5%) versus 40% overall. It’s not nearly so much of a concern for Accounting (35%).

Data privacy, on the other hand, is a major concern for Accounting / Finance (43.8% vs. 37.2% overall) and for IT / Technology / SaaS (44.9%). It’s not as high in the minds of Healthcare (29.2%) or Retail (32.8%).

Likewise, compliance is top of mind for Accounting / Finance (43.8% – 13.1 full points higher than the overall 30.7%) and IT / Technology / SaaS (39.2%), but not so much for Construction (22.7%) and Retail (22.4%).

Healthcare, meanwhile, lamented the overemphasis on keywords (41.2% vs. 31.2% overall) and Construction downplayed that impact on their own hiring processes (22.7%).

The post AI in hiring: bias & privacy an issue for 40% of hiring teams appeared first on Recruiting Resources: How to Recruit and Hire Better.

AI supports RTO offering innovative solutions for workforce management, health monitoring, and enhancing employee experiences, making it an indispensable tool for HR professionals navigating this maze.

The value of in-person work

Understanding the preferences of employees and the perspectives of employers is crucial in shaping effective RTO strategies. 

A staggering 86% of employees express a desire to work from home at least twice a week, indicating a strong preference for flexibility in their work arrangements (Deskbird, 2024). 

This sentiment is echoed by the 95% of individuals who favor a return to the workplace in some capacity, preferring a hybrid model that combines the best of both worlds (Envoy, 2024).

From the employer’s standpoint, the drive towards RTO is motivated by more than just operational considerations. 

A recent CNBC survey revealed that 90% of companies aim for some form of office return by the end of 2024, highlighting the widespread belief in the value of in-person work. 

This is further supported by ResumeBuilder report, which found that 72% of companies with RTO policies have reported increased revenue, underscoring the perceived economic benefits of returning to the office.

However, aligning employee preferences with employer objectives requires a delicate balance. 

The challenge lies in implementing this model in a way that addresses the logistical, technological, and cultural shifts necessitated by the new work landscape.

The role of AI In facilitating the RTO

AI supports RTO in various ways and can assist in fostering effective communication and collaboration, as well as supporting HR decision-making.

Create a resilient and adaptive workplace following these strategies:

Optimizing office space and resource allocation

AI’s capability to analyze workspace usage patterns is revolutionizing office space management. 

By leveraging data from various sources, AI algorithms can recommend office layouts that maximize space utilization while adhering to health and safety guidelines. 

This intelligent space management ensures that resources such as meeting rooms and workstations are allocated efficiently, reducing waste and enhancing employee satisfaction.

Enhancing Health and Safety Protocols

In the era of RTO, maintaining a safe workplace is paramount. AI plays a crucial role in monitoring and enforcing health and safety protocols. 

AI systems can ensure compliance with health guidelines, adjusting HVAC systems to optimize air quality, and even predict potential health risks. 

This proactive approach to workplace safety underscores an organization’s commitment to its employees’ well-being.

Facilitating effective communication

AI-driven communication platforms can enhance the way information is shared and received within an organization. Features like sentiment analysis and urgency detection prioritize critical communications, ensuring that important messages are conveyed efficiently. 

Furthermore, AI enhances collaboration tools by suggesting relevant documents and optimizing meeting schedules, thereby streamlining project management and team collaboration.

Supporting HR decision-making with predictive analytics

AI’s impact on HR decision-making cannot be overstated. Predictive analytics provide HR professionals with valuable insights into workforce dynamics, employee engagement, and potential turnover risks. 

This data-driven approach enables the identification of skill gaps and informs strategic planning for upskilling and reskilling initiatives. By leveraging AI, HR can make informed decisions that align with the organization’s strategic goals and support a successful RTO.

Personalizing the employee experience

AI’s ability to analyze individual employee data offers unprecedented opportunities for personalizing the employee experience. Tailored engagement strategies and career development paths increase employee satisfaction and retention. 

AI-driven platforms can identify personalized learning opportunities and career advancements, fostering a culture of growth and development within the organization.

Enhancing security and compliance

Security and compliance are critical concerns in the RTO process. AI applications in security monitoring protect against physical and cybersecurity threats, ensuring a secure work environment. 

Additionally, AI can automate compliance tracking, simplifying the management of health, safety, and employment regulations and reducing the risk of non-compliance.

All-in-one HR solution for RTO

In the journey towards a successful Return to Office (RTO), Workable stands out as an essential tool for HR professionals. 

This AI-powered recruitment and HR software streamlines the hiring process, enabling efficient candidate screening and engagement for the workforce. 

With Workable, workforce planning becomes strategic and data-driven, thanks to its robust analytics that forecast staffing needs and talent distribution.

Workable’s suite enhances employee engagement through targeted surveys, providing HR with actionable insights to boost morale. 

Additionally, it automates administrative tasks, allowing HR teams to focus on strategic RTO initiatives. 

As a comprehensive solution for RTO challenges, Workable simplifies HR operations and supports a smooth transition to hybrid or in-office work models.

The post How can AI support your RTO efforts? Check our strategy appeared first on Recruiting Resources: How to Recruit and Hire Better.

Generative AI is a very new technology and people are still learning about how it works. Trying to figure it out for yourself can be pretty intimidating, like any new tool. If you know how to use it though, ChatGPT can automate parts of the recruitment process that frees up time for you to focus on dealing with people.

Using ChatGPT to help you write job descriptions can help you save time and energy and ultimately find better candidates.

Together with the Workable’s AI-powered job description generator, you can quickly make job descriptions that are tailored to your brand and highlight what makes your company a great place to work.

Here’s the good news: using ChatGPT to create job descriptions isn’t very hard. You just need to know how to talk to it.

This post will show you how to use ChatGPT to write job descriptions along with the Workable AI job description generator, from the initial set-up to real-life examples.

Step-by-step guide: using ChatGPT for job descriptions

ChatGPT works by using a preset of data to draw from and drawing on that to give an output based on its input. What you get out of ChatGPT is quite literally what you put into it.

You can use ChatGPT and Workable to make the initial job description in a fraction of the time you could on your own. You can then refine it based on the role and your company’s needs, also using ChatGPT and Workable.

From there you can take what it gives you and breathe life into it based on your specialized knowledge as an HR and recruiting expert.

1. Setting up ChatGPT

For starters, you’ll need a ChatGPT account. This takes you just a few minutes – a half-hour at most.

Step 1: Navigate to the ChatGPT website, and sign up for an account.

Step 2: Create an account and fill in your details just like you would any other website. You can also use your Google, Microsoft, or Apple accounts to make things more simple.

Step 3: Once you verify your email, you should be able to access the ChatGPT website and start using the tool.

Before you start, you can configure ChatGPT and make custom instructions based on your needs. To do this, go to your name at the bottom of the left menu, click on it, and select ”Customize ChatGPT”.

While this feature isn’t necessary, typing a few lines into “What would you like ChatGPT to know about you to provide better responses?” might help ChatGPT align with your preferences.

Save it, and move to the next step.

Step 4: Now you can begin using ChatGPT. Start interacting with it, and try different things. Familiarize yourself with the interface.

The inputs you give ChatGPT are called ‘prompts’. ChatGPT will give roughly the same responses when given the same prompt, but you can guide ChatGPT’s responses by telling it what to do.

This part is important: the more specific you are in a prompt, the better the response will be. For instance, don’t ask ChatGPT to create “a few job requirements” – ask it to create “five requirements for a senior software engineer position.” Lots more on this below.

An example prompt you would use to make a job description might be:

Make me a job description for a software engineer role for a company in the consumer electronics space.

Again: a good prompt should be clear, specific, and include your desired outcome.

When ChatGPT makes you a job description, it should always be edited and reviewed by yourself or someone on your HR team before you publish it. Go through the job description and make sure it fits the expectations of the role and your company’s values. AI output always needs human oversight.

2. Generating initial drafts

Making your job descriptions with ChatGPT gives you a starting point you can build on to make a tailored and effective job description.

Give ChatGPT key details like the job title, responsibilities of the role, required qualifications, and desired skills.

Try something like:

“I need a job description for a Marketing Manager position. The role focuses on digital marketing, content creation, and market analysis. The candidate should have at least 5 years of experience in marketing, strong skills in SEO and social media marketing, and a bachelor’s degree in marketing or a related field.”

When you make your initial drafts with ChatGPT:

Provide specifics: Be as specific as possible about the role, responsibilities, etc. Include anything about the position that’s unique.

Give feedback: If the output ChatGPT gives you isn’t quite what you’re looking for, tell ChatGPT what you’d like to change or expand on.

For example:

Can you expand on the SEO and digital marketing strategy aspects of the role in the job description?

Review and customize: Have a look at the job description ChatGPT gives you for yourself. Make sure it matches your brand’s tone, and make any necessary adjustments or tweaks.

Customize language and tone

Once you have a basic draft, you can use your own expertise as a recruiter to make the job description reflect the tone of your company and the role you’re hiring for. ChatGPT can come in handy here too.

Use Workable’s job description generator to get the basics: the job title, industry, and tone.

Then, take the basic job description that Workable gives you and copy it to ChatGPT.

You can then have ChatGPT give it a little more nuance.

Example prompt: I need to rewrite the Marketing Manager job description to fit our startup culture. We value creativity, innovation, and a hands-on approach. The tone should be informal and engaging, appealing to young professionals.

Here’s the job description: {Insert job description}

Keep in mind that you may need ChatGPT to make adjustments as you go.

Example prompt: Can you tone it down just a little and make it a little bit more professional? Keep it friendly, though.

Make sure that the job description matches your company materials and you’re online brand voice to keep it consistent.

Ensuring non-discriminatory language

Your job descriptions must be neutral and non-discriminatory based on age, gender, ethnicity, and other protected characteristics. Keeping discriminatory language out of your job descriptions gives you access to a broader range of experiences and backgrounds and in turn more quality candidates. Besides, it’s the right thing to do.

Related: ChatGPT gender bias: how it affects HR & tips to avoid pitfalls

ChatGPT can help you scrub any unconscious bias from your job description and help keep it as inclusive as possible. Here’s how.

Make the initial job description with Workable: The Workable job description generator will give you the basic structure so that your job description aligns with standard HR practices. That gives you a place to start from.

Give the job description to ChatGPT: Specify your inclusivity goals and guidelines. If there’s anything specific you want to look for, tell it.

Example prompt: Please review this job description for a Senior Software Engineer and suggest changes to ensure the language is non-discriminatory and inclusive.

{Insert job description}

Review Suggestions: Read through the new job description and make sure it aligns with your organization’s values and inclusivity standards.

3. Updating and adapting descriptions

Sometimes the nature of a role may change and evolve as your company’s needs change. It happens all the time.

One of the great things about ChatGPT is its adaptability. It can take any changes you need for the role and adapt to them, making sure it remains accurate throughout.

Taking the same example from before, let’s say you want to adapt the Senior Software Engineer role to reflect your shift to a hybrid work environment.

Use ChatGPT to add the new changes. Make sure to specify any new requirements or responsibilities, as well as any other changes in the work environment.

Example prompt: I need to update the job description for a Senior Software Manager role. The role now requires more focus on remote team management and digital collaboration tools due to our shift to a hybrid work model.

Then, review the job description to make sure the new one is in line with your company’s changing situation.

4. Highlighting unique benefits and perks

Including the perks and benefits that come with working for your team is a great way to make your job description stand out.

Once again, ChatGPT can create a job description that celebrates what makes your company special and gives it a little more pizzazz.

Example prompt: I want to add a section to our Software Developer job description that highlights our unique company benefits and perks, especially our flexible work hours, annual tech conference trips, and in-house training programs.

Then review and personalize the job description yourself to make sure the benefits are accurate and the language fits your brand voice and company culture. Place the perks and benefits section in the job description where it fits best.

Consider emphasizing these same perks in your other recruitment materials like your social media job postings and careers page.

That’ll make it easier to consistently promote your unique offerings and attract more candidates to the role.

5. Expanding across languages

Is your company international? How many languages can you speak? In how many of those can you write a professional job description?

If your organization has a presence in multiple regions, then ChatGPT can take your job description and translate that into the languages you need, sparing you the three months to two years it takes to learn a language yourself.

Step 1: Make the initial job description using workable

Having the Workable job description generator make the initial draft will make sure the core requirements and roles are consistent throughout every language.

Quick tip: Many existing job description templates in Workable’s library already have versions in other languages, including Spanish, Brazilian Portuguese, German, French, and Greek. Just go to any job description and select the language in the drop-down menu to the right.

Step 2: Give ChatGPT the job description and specify target languages

Indicate what languages you want the job description to be translated to, along with the core requirements of the role. If you are targeting any specific regions, say so.

Example prompt: Can you translate our Graphic Designer job description into Spanish? The description focuses on creative design, teamwork, and proficiency in Adobe Creative Suite.

{Insert job description}

Step 3: Review with a native speaker

Have the translation reviewed by a native speaker, if possible. Check for any translation errors and adjustments for cultural appropriateness.

Writing your job descriptions in multiple languages gives you access to a global talent pool, and also shows your company values inclusivity and diversity.

Make your job descriptions better with ChatGPT and Workable

Learning how to use ChatGPT as a job description generator is challenging, just like learning to use any new tool. If you take the time to get used to it, though, you’ll find that using ChatGPT to help you make your job descriptions better than ever before.

If you’re curious about dipping your toes in the water and seeing how ChatGPT can make life as an HR professional easier, check out our ChatGPT HR tutorials.

The post How to use ChatGPT & Workable to make better job descriptions appeared first on Recruiting Resources: How to Recruit and Hire Better.

Now, let’s look at the benefits of introducing new tools, technologies, and tactics into the recruitment process.

According to our survey on AI in hiring, there are three distinct benefits that come to mind when looking at ways to optimize the hiring process:

• the time it takes to fill a role
• the time invested by the hiring team in doing so
• and finally, the actual cost of the process itself.

We separated those out into three questions in our survey. Let’s look at the results for each now.

The time to fill

First, the speed of the actual hiring process – the Time to Fill – is one of the most common metrics in the recruitment playbook.

The data is resounding – 89.6% say AI has either significantly or somewhat sped up the time from a job being posted to the signing of a job offer.

Only 7.7% say it didn’t make a difference whatsoever.

A mere 1.6% say it actually slowed down the process.

The time invested in hiring

As for time invested by the hiring team in the process, the response is again resoundingly positive, with 85.3% saying it did increase it by a lot or a little.

One in nine (10.8%), however, say it made no change.

Again, a very small amount (2.7%) say AI led to teams spending more time on hiring.

The cost of the hiring process

In terms of cost, one in three (32.7%) say there are significant cost savings with the integration of AI in hiring.

Another 45.2% say there are moderate cost savings. Put together, this totals 77.9% of all respondents saying AI helped them save money in the process.

Another 15.4% say there is minimal or no change in cost savings.

The industry lens: the time to fill

Now let’s look at how the numbers differ by industry – in this case, we have seven major industries who responded to our survey.

Those in Construction (60%) and Retail (58.2%) say their Time to Fill was sped up significantly – much higher than the overall 44.2%.

IT / Technology / SaaS is tops among the seven industries when combining the “significant” or “somewhat” acceleration in Time to Fill (91.3%), just a touch higher than the overall baseline of 89.6%.

The industry lens: the time invested in hiring

In terms of reducing the time invested in the recruitment process, Construction (56%, 14 points higher than the overall) is by and far the leader in seeing significant benefit in this area.

When combining “significant” and “somewhat” answers, Construction again leads with 90.7% vs. the overall 85.3%, while Education (88.4%) and IT / Technology / SaaS (87.3%) are second and third.

Healthcare is most likely to say there’s no change (14.7%, vs. 10.8% overall), and even considering the small percentage who say they’re spending more time on hiring, 4.5% of those in Retail significantly exceeds the overall of 2.7%.

The industry lens: the cost of hiring

Regarding cost savings – again, the trend continues with 48% of Construction seeing significant savings with AI in hiring compared with 32.7% overall.

IT / Technology / SaaS also see either moderate or significant cost savings at 85.4% compared with 77.9% overall.

Education (26% compared with 15.4% overall) and Manufacturing (20.8%) see only minimal or no cost savings when using AI in hiring.

The post Our survey finds hiring is easier, better, faster, stronger with AI appeared first on Recruiting Resources: How to Recruit and Hire Better.

For the purposes of this article, we divide these goals into General AI-driven HR KPIs and predictive models in HR KPIs.

General AI-driven HR KPIs

The adoption and integration of AI within HR functions mark a pivotal shift towards more strategic and data-driven human resource management. This section explores the extent of AI implementation across HR processes, emphasizing the importance of measuring automation efficiency and the overall effectiveness of AI technologies in transforming HR practices.

AI implementation rate

A significant indicator of progress in HR’s digital transformation is the AI implementation rate. According to Eightfold AI’s report “The Future of Work: Intelligent by Design,” a majority of HR leaders across 250 organizations are already leveraging AI for employee records management (78%), payroll processing (77%), and recruitment (73%). 

This widespread adoption underscores the critical role of AI in enhancing HR functions and the need for KPIs that accurately reflect the extent and effectiveness of AI integration.

The efficiency gains from automating HR processes are substantial. Organizations that have embraced AI report not only time savings but also improvements in decision-making accuracy. 

For instance, IDC’s Future of Work 2022 research predicts that by 2024, 80% of the global 2000 organizations will use AI/ML-enabled “managers” for comprehensive HR tasks, highlighting the growing reliance on AI for operational efficiency and strategic HR management.

AI-assisted hiring success rate

AI’s role in revolutionizing talent acquisition and retention is undeniable. By automating and enhancing various aspects of the recruitment process, AI tools are setting new standards for hiring success rates, reducing biases, and improving overall employee satisfaction and retention.

The integration of AI in recruitment processes has significantly improved the quality of hires. 

AI’s ability to parse vast amounts of data and identify the most suitable candidates has led to a more efficient and effective hiring process. 

According to Eightfold’s report, 73% of HR leaders are using AI for recruitment and hiring, with a notable shift towards AI-driven platforms that streamline the screening and selection process, thereby enhancing the hiring success rate.

Bias detection and correction rate

One of the most promising aspects of AI in HR is its potential to reduce biases in the hiring process. 

New York City’s recent legislation requiring companies to audit their AI-powered recruitment software for biases is a testament to the growing awareness and efforts to leverage AI for fairer hiring practices. 

This move towards more ethical AI use in HR underscores the importance of developing KPIs that measure the effectiveness of AI systems in identifying and mitigating biases.

Personalized employee experience

Personalizing the employee experience has become a key objective for HR departments. 

AI technologies offer unprecedented opportunities to tailor HR services and communications to individual needs, enhancing employee engagement and satisfaction.

Personalization Index

AI’s capability to analyze individual employee data and preferences enables HR departments to offer personalized career development paths, learning opportunities, and benefits. 

This level of personalization not only improves employee satisfaction but also drives engagement and productivity. 

The Personalization Index, therefore, becomes a crucial KPI, reflecting the extent to which HR services are customized to meet the unique needs of each employee.

Digital employee engagement score

The digital transformation of the workplace has made employee engagement through digital platforms and tools more important than ever. 

AI-driven tools are at the forefront of this transformation, offering new ways to engage and motivate employees.

With the majority of HR leaders planning to increase their use of AI across various functions, including employee engagement, the Digital Employee Engagement Score emerges as a vital KPI. 

This metric assesses how effectively digital and AI-driven tools are used to engage employees, fostering a connected and productive workforce.

Ethical AI and bias reduction

As AI becomes more integrated into HR processes, ensuring these technologies are used ethically and without bias is paramount. This section highlights the importance of monitoring and improving the rate at which AI systems detect and correct biases in HR practices.

Bias detection and correction rate

The push for legislation to audit AI-powered recruitment software for biases, as seen in New York City, underscores the critical need for transparent and fair AI applications in HR. 

KPIs focused on the bias detection and correction rate are essential for ensuring AI tools are contributing to a more equitable workplace.

AI ethics compliance rate

Adhering to ethical guidelines and regulations governing AI use in HR is crucial for maintaining trust and integrity within organizations. This subsection explores the AI ethics compliance rate as a KPI, measuring organizations’ commitment to ethical AI practices.

As organizations navigate the complexities of integrating AI into HR, establishing KPIs that track compliance with ethical standards is essential. 

This not only ensures responsible use of AI but also reinforces the organization’s commitment to fairness and transparency in its HR practices.

Employee well-being and mental health

The mental health and well-being of employees have taken center stage in HR priorities, especially in the wake of global shifts towards remote and hybrid work models. AI-driven tools offer innovative solutions to support employee well-being, making the utilization of these tools a key performance indicator.

AI-enhanced well-being support utilization rate

The deployment of AI in supporting employee well-being, through personalized mental health resources and interventions, marks a significant advancement in HR’s approach to workplace wellness. 

The AI-enhanced well-being support utilization rate measures how actively employees engage with these tools, reflecting the effectiveness of AI in addressing mental health needs in the workplace.

Innovation and continuous improvement

Innovation in HR processes and employee services is crucial for adapting to the changing workforce dynamics and maintaining a competitive edge. 

AI technologies play a pivotal role in driving HR innovation, making the AI-Driven Innovation Rate a key metric for assessing progress.

Rate of innovation enabled by AI

The integration of AI into HR functions not only enhances existing processes but also opens up new avenues for innovation in employee engagement, talent management, and organizational efficiency. 

Tracking the AI-driven innovation rate allows organizations to quantify the impact of AI on HR’s ability to innovate and improve continuously.

Employee feedback on AI tools

Employee perceptions and feedback on the use of AI tools in their work experience are invaluable for assessing the effectiveness and acceptance of these technologies. 

Satisfaction and feedback regarding AI tools 

The success of AI in HR is not just measured by efficiency gains or cost savings but also by how well these tools meet employee needs and expectations. 

The employee feedback on AI tools metric provides insights into the user experience, highlighting areas for enhancement and ensuring that AI implementations are both effective and well-received.

Predictive models in HR KPIs

The ability to forecast HR outcomes, such as turnover rates and recruitment success, using predictive analytics, is transforming HR into a strategic partner in organizational success. 

Accuracy and impact of predictive models 

Leveraging AI for predictive analytics allows HR to anticipate future trends and challenges, enabling proactive strategies for talent management and organizational planning. 

The Predictive Analytics Effectiveness rate measures the accuracy of these models in forecasting critical HR metrics, ensuring that HR strategies are informed by reliable, data-driven insights.

Data quality score

The foundation of effective AI and predictive analytics in HR is high-quality data. This subsection discusses the importance of the Data Quality Score as a KPI, assessing the accuracy, completeness, and reliability of HR data used in AI models and analytics.

Ensuring high-quality data for AI applications 

The integrity of AI-driven HR decisions is directly tied to the quality of the underlying data. A high Data Quality Score indicates that the data feeding into AI models is accurate and comprehensive, enabling more precise predictions and insights for strategic HR management.

Learning and development adaptation

As the workplace continues to evolve, identifying and addressing skill gaps is crucial for organizational resilience and competitiveness. 

AI-driven learning and development (L&D) programs offer personalized training pathways, making the Skill Gap Reduction rate an essential KPI for HR departments.

Effectiveness of AI in closing skill gaps

AI’s ability to analyze individual learning patterns and performance data enables the creation of customized L&D programs that precisely target identified skill gaps. 

By measuring the Skill Gap Reduction rate, organizations can assess the effectiveness of these AI-driven initiatives in enhancing workforce capabilities and meeting future challenges.

AI-driven workforce analytics

Gaining insights into future workforce trends and needs is invaluable. AI-driven workforce analytics provide these predictive insights, enabling strategic workforce planning and decision-making.

Effectiveness of AI in predicting workforce trends 

The Workforce Predictive Insights metric evaluates how effectively AI tools can forecast changes in workforce dynamics, talent needs, and potential skill shortages. 

This KPI is crucial for proactive planning and ensuring the organization is prepared to meet future challenges head-on.

AI contribution to workforce planning

Strategic workforce planning is essential for aligning talent management with long-term business objectives. 

AI’s contribution to this process transforms how organizations approach talent acquisition, development, and retention.

The AI contribution to workforce planning KPI measures the extent to which AI-driven insights influence strategic decisions regarding the workforce. 

This includes optimizing talent allocation, identifying emerging leadership potential, and forecasting hiring needs, ensuring that the organization’s talent strategy supports its overall goals.

Employee lifetime value (ELTV)

Understanding the total value an employee brings to the organization throughout their tenure can inform more strategic HR practices and investment in talent development. 

AI models that predict ELTV offer a comprehensive view of an employee’s contribution, potential for growth, and impact on organizational success.

Incorporating performance data, engagement levels, and potential for growth, AI-driven ELTV models provide a nuanced assessment of an employee’s value. This KPI helps organizations identify high-potential talent and tailor development programs to maximize individual and organizational growth.

The scorecard

Here is the scorecard you can use to set rails for your AI-driven HR KPIs. It doesn’t mean that you have to employ each goal. 

Depending on your organization’s needs, you can customize the scorecard and include only the goals that can assist you in achieving better results. 

As AI technologies evolve, so too will the AI-driven HR KPIs that guide the department’s strategic direction, ensuring that human resource management remains at the forefront of organizational success and employee satisfaction.

The post What are the new KPIs for HR in this new AI-driven world? appeared first on Recruiting Resources: How to Recruit and Hire Better.

In other words, if it fails, or doesn’t deliver the results you intended, you’re at fault – because you were the one giving the orders to the machine..

This mindset is still relevant in today’s hiring landscape, and begs the question: how much do humans need to be involved in the use of AI in the hiring process?

Can you just push a button and let AI work its magic, and presto, you’ve got a new hire? “You will act as my hiring manager. You will look at this list of candidates and tell me to hire the best one based on their ability to do the job as outlined in the job description I have provided you with.”

That’s a fair prompt right there – and ChatGPT will respond accordingly if you give it the information it needs to make that hiring decision.

But maybe the question is better phrased as: do you use AI to help in the evaluation stages but not at all in the selection process?

The human-AI seesaw

Note that we’re not asking how much AI is being used or how much humans are involved in the entire process – we already know that to some extent above. Rather, where is the fine line between human and machine in that final decision – to hire?

Not a lot of trust is placed in AI in that case, it turns out. More than one in seven respondents (15.3%) say their choice of candidate continues to be a fully human decision, while an additional 56.8% say it’s mostly human, with AI merely as a supportive tool.

More than one in five (21.1%) maintain an equal balance between the two.

And for those letting AI drive decisions? Only 6.7% lean more towards (or rely entirely on) AI-driven recommendations when making hiring decisions.

The industry lens

IT / Technology / SaaS (75.8% vs. 72.1% overall) and Education (74%) lead the pack in terms of leaning towards human judgment.

Accounting (11.4% vs. 6.7% overall) and Education (9.2%) are more likely than the overall average to lean towards AI recommendations.

Accounting, in fact, is more than five times as likely (3.8% vs. 0.7% overall) to rely solely on AI recommendations.

Retail (31.3% vs. 21.1% overall) and Construction (29.3%) are most likely to put equal weight on human and AI when making that important final decision in hiring.

The post 72% of hiring managers don’t trust AI to make hiring decisions appeared first on Recruiting Resources: How to Recruit and Hire Better.

By examining historical precedents, current trends, and future projections, we will explore how AI is not just a disruptor but a catalyst for job creation, requiring a shift in skills and adaptation from the workforce.

Before we proceed, if you feel curious about the extent to which AI companies utilize technology, we recommend referring to our recently published AI in hiring report.

Personal computer was a job killer back in the day

The fear that technology will render human labor obsolete is not new. Each technological revolution, from the Industrial Revolution to the internet boom, has been met with apprehension about the future of work. 

Yet, history has consistently shown that while technology can displace certain jobs, it also creates new opportunities and industries. 

For instance, the introduction of the personal computer, once feared to be a job killer, has instead expanded employment in a wide range of fields, from software development to digital marketing.

A study by Atkinson and Wu (2017) highlights how the automation of agriculture led to a significant shift in employment towards manufacturing and services, ultimately creating more jobs than were lost. 

Similarly, the digital revolution of the late 20th and early 21st centuries has given rise to entirely new sectors such as e-commerce, digital content creation, and cybersecurity, further illustrating the dynamic nature of technological progress and its capacity to generate employment.

These historical examples underscore a crucial lesson: Technological advancement does not spell the end of work – nor the world – but rather, it transforms it. 

As we stand on the brink of the AI revolution, it is essential to view AI not as a harbinger of joblessness but as the next step in the evolution of work, with the potential to create new industries and redefine existing ones.

AI’s impact on job creation: the evidence

Contrary to the dystopian view of AI-induced unemployment, a growing body of research suggests that AI can significantly contribute to job creation and economic growth. 

Generative AI has the potential to significantly boost productivity and contribute trillions of dollars to the global economy. McKinsey Global Institute research suggests that it could add $2.6 trillion to $4.4 trillion annually across 63 analyzed use cases, increasing the impact of all AI by 15 to 40 percent. 

In the context of China, a recent study published in Nature Communications by Yang Shen & Xiuwu Zhang provides empirical evidence that the adoption of industrial robots has increased employment in Chinese enterprises. 

Furthermore, the concept of virtual agglomeration, facilitated by digital technologies, has emerged as a significant driver of job creation, enabling new forms of business models and employment opportunities in the digital economy.

Moreover, the World Economic Forum predicts that by 2028, AI and automation will create 69 million new jobs worldwide, leading to a net reduction of 2% in overall jobs. This slight reduction is subject to change as technology evolves driving the economy to new heights. 

This economic boost is expected to come from a combination of labor substitution, enhanced innovation in products and services, and the creation of new demand for AI-related jobs.

These findings highlight the multifaceted impact of AI on the job market, demonstrating its potential to not only automate tasks but also to create new job categories, enhance the quality of existing jobs, and drive economic growth. 

Let’s take a look at this Tedx talk by Rutika Muchhala, a pioneer in the technology space, who supports the idea of adapting to the new era by enhancing our skills and shares some occupations that may diminish in the future:

From repetition to innovation

The narrative of AI-induced job displacement often focuses on roles characterized by repetitive and predictable tasks, which are indeed susceptible to automation. 

However, this perspective overlooks the broader trend of workforce transformation towards roles that demand innovation, creativity, and emotional intelligence—skills that AI cannot easily replicate. 

For instance, the emergence of technology in HR has streamlined administrative tasks, sourcing, and hiring the best people. However, it has also created a need for human professionals in areas that demand strategic thinking and interpersonal skills, such as talent management and employee engagement. 

The rise of AI in customer service has automated routine inquiries, yet it has simultaneously increased the demand for human workers in roles that require nuanced understanding and empathy, such as handling complex customer issues or providing personalized services.

The healthcare sector provides a compelling example of this transition. AI technologies have automated administrative tasks and data analysis, allowing healthcare professionals to dedicate more time to patient care and complex medical decision-making. 

Skills for the AI era

As the job market evolves in response to AI advancements, the demand for certain skills will rise.

Technical skills related to:

• AI development
• data analysis
• and cybersecurity

…will be in high demand, as will soft skills such as:

• critical thinking
• creativity
• interpersonal communication

The ability to work alongside AI, leveraging its capabilities to enhance human productivity and creativity, will become a valuable asset.

Educational institutions and training programs are beginning to adapt to this new reality, emphasizing STEM education, coding, and data literacy, alongside critical soft skills. 

For example, the Massachusetts Institute of Technology (MIT) has introduced the MIT Stephen A. Schwarzman College of Computing, which integrates computer science and AI education with other academic disciplines, preparing students for a future where AI is ubiquitous across all fields of study and work.

Furthermore, lifelong learning and continuous skill development will become crucial for workers aiming to stay relevant in an AI-driven job market. Many educational platforms offer AI and machine learning courses, providing accessible pathways for individuals to acquire the skills needed for the jobs of tomorrow.

Policy and organizational strategies for an AI-positive future

To maximize the positive impact of AI on the job market, policymakers and business leaders must implement strategies that support workforce transitions and skill development. 

Governments can play a pivotal role by investing in education and training programs that are aligned with the needs of an AI-driven economy, providing incentives for businesses to retrain their employees, and developing social safety nets for those displaced by automation.

Organizations, on their part, need to prioritize the reskilling and upskilling of their employees, fostering a culture of continuous learning and adaptability. 

HR departments will be at the forefront of this transformation, identifying skill gaps, and facilitating training programs that prepare workers for new roles within the AI-enhanced workplace. 

Also, HR might provide specific AI tool usage policies to employees so there is a framework of actions and limitations.

Partnerships between the public sector, private sector, and educational institutions can also drive innovation in workforce development. 

For instance, IBM’s P-TECH model offers a pathway from high school to industry, combining education in STEM fields with work experience and mentorship, preparing students for high-demand jobs in technology sectors, including those involving AI.

The bottom line

The journey through the evolving landscape of artificial intelligence and its impact on the job market reveals a narrative far more optimistic than the prevailing discourse of doom and displacement. 

For individuals, the imperative is clear: embrace lifelong learning, adaptability, and the continuous development of both technical and soft skills. 

For organizations and HR professionals, the challenge is to foster an environment that prioritizes reskilling, upskilling, and a culture of innovation. 

And for policymakers, the task is to implement strategies that facilitate smooth transitions for workers, invest in education and training systems aligned with the future job market, and ensure that the benefits of AI are broadly shared across society.

The post AI has a positive impact on job creation, and we have proof of it appeared first on Recruiting Resources: How to Recruit and Hire Better.

The first – and most basic – question we asked of recent hiring team members in our AI in Hiring & Work survey is simply: when hiring, did you use some form of AI when doing so?

Nearly two in three respondents (62.5%) said yes.

That 62.5% of respondents brings us to a total of 950 hiring team members who have:

1) hired within the past year
2) used some form of AI in the hiring process

This gives us a rich opportunity to get deeper in this area.

The use cases of AI in hiring

First off, we asked respondents to choose three items from a comprehensive list of potential use cases of AI in hiring. Two major purposes for AI in hiring stood out: identifying potential talent, and optimizing the hiring process.

Talent identification

Respondents told us that AI is most used as a tool to help identify the right kind of candidates in the overall applicant pool. In other words, out of the entire pool, they’re using AI to extract the good ones worthy of a deeper evaluation.

Resume screening (58.9%) and candidate matching (43.1%) were by and far the top two most popular use cases for AI in recruitment.

But interestingly, only 8% of hiring team members used AI to source candidates – even though there are many tools out there that can do so, such as Workable’s AI Recruiter technology.

Logistical processes

As you work down the list of how AI is being used in hiring processes in the US and UK, the purpose becomes more logistics focused.

In other words, speeding up the overall process, freeing up bandwidth, and reducing bottlenecks in the hiring team – and AI supports the optimization and automation of steps with those goals in mind.

For instance, interview scheduling (37.6%), assessments (19.9%), and background checks (16.4%) are the third, fourth, and seventh most popular items in the list of 11 in total.

Compensation analysis (6.7%) and diversity analytics (6.6%) are the least popular items.

The industry lens

Not all hiring teams are the same, obviously – especially when looking through industry lenses.

Where resume screening leads the way in terms of what AI is being used for in the hiring process, it’s even more so for those in Accounting / Finance, where seven out of 10 hiring team members (70%) use AI in resume screening. That’s a full 11.1 points above the overall baseline of 58.9%.

That sector, however, is also less likely to use AI for candidate matching (36.3%) than all respondents (43.1%).

Meanwhile, Manufacturing (51.9%) and Retail (52.2%) are less likely to use resume screening. They are, however, much more likely than the overall to use candidate matching technologies (54.5% and 50.7% respectively, vs. 43.1% overall).

AI in video interviews is more popular with those in IT / Technology / SaaS (26.3% vs. 19.4% overall) and less so in Healthcare (12.7%) and Retail (13.4%).

When it comes to AI in assessments, Education is far more likely to use AI (29.9% vs. 19.9% overall) and Construction less so (13.3%).

The post Two-thirds of hiring team members use AI – but how? appeared first on Recruiting Resources: How to Recruit and Hire Better.

The march of AI, sparked by the rise of ChatGPT into the popular lexicon in December 2022, has stirred feelings of curiosity (What is this that stands before me? How can it help me?) and caution (Will this become sentient? Will it take my job?).

That’s especially so in the workplace. We at Workable are diving right in – our software is already evolving to exhibit robust AI utility in its hiring and management capabilities to support your day-to-day work.

A new survey – to understand AI @ work

And as authorities in this arena, we understand that to truly grasp the extent and impact of AI,we must turn to those at its forefront – the people and industries it serves.

We want to unravel AI’s role at work, with hiring at the center of that focus. This is a journey into the heart of modern hiring and a finger on the pulse of the working environment that’s seen so much transformation since early 2020.

To collect our data, we surveyed 950 employees in the US and the UK across a wide range of sectors and functions. Seven key industries stand out, each with its own ecosystem impacted by AI:

• Accounting/Finance: Precision meets prediction in this space – AI and its analytical potential can evolve the necessity of financial accuracy into strategic foresight.
• IT/Technology/SaaS: The foundational garden from which AI sprouts – and itself a landscape that’s being reshaped by its own inventions.
• Education: Learning and growth requires guidance and mentorship in the human, and is boosted by AI’s analytical powers.
• Construction: Long evolved beyond wood and nails and hammers, the physical world of construction is increasingly built through digital precision and optimization.
• Manufacturing: Machines are the foundation of manufacturing – AI orchestrates a symphony of physical technology with intelligent development.
• Healthcare: A critical sector on which the literal health of society depends, this area is rife with compliance requirements, privacy considerations, and processes that are all augmented with digital transformation.
• Retail: Experiencing AI’s transformation from inventory management to personalized shopping experiences and omnichannel presentation.

The resultant dataset from our 28-question survey of 950 provides numerous opportunities to understand all this at a deeper level. Let’s dive into the results together.

Sorry? You want to get the highlights right now? Sure. Major takeaways include the following:

• If you’re looking to utilize AI in hiring, you’re in good company. A significant majority (62.5%) of respondents used some form of AI in hiring processes last year.
• There are clear benefits to using AI in recruitment. A vast majority report that AI has sped up the hiring process (89.6%) and reduced the time (85.3%) and cost (77.9%) spent on hiring.
• When using AI, don’t dismiss the human touch. Human decision-making dominates final hiring choices, with 15.3% relying solely on human judgment and 56.8% using AI only as a supportive tool.
• IDing ideal candidates is a popular use of AI. The most common uses of AI in recruitment are resume screening (58.9%) and candidate matching (43.1%).
• Different industries do AI hiring differently. For example, resume screening is predominantly used in Accounting / Finance, while IT / Technology / SaaS sectors leverage AI more in video interviews.
• If you can mitigate bias, privacy and compliance challenges with AI, all the better. Common reported issues of AI in hiring include hiring bias (40%), privacy concerns (37.2%), and compliance challenges (30.7%).
• Don’t expect AI to solve all your woes. A majority say AI boosts their productivity (75.7%), but challenges persist – including tech difficulties (46.2%) and employee resistance (40.5%).
• Job security is a huge concern. A significant proportion of employees (68.1%) express concerns about AI impacting job security, and 57.2% say they did see jobs being displaced due to AI.

But the outlook is positive. The majority foresee an increase in the importance and usage of AI in hiring and overall workplace functions.

There’s a lot more, of course. Download your free copy of the AI hiring and work survey now!

The post Hiring managers: what’s your working relationship with AI? appeared first on Recruiting Resources: How to Recruit and Hire Better.

The beauty of hiring a remote team is that it gives you access to a global talent pool where you have access to the skills you need anywhere around the world, regardless of geographic location.

With that global access to talent though comes global competition. Remote and hybrid positions are in high demand. Remote work is becoming a preference for today’s workers, and more people are seeking remote roles than there are positions available.

Enhancing your remote hiring process with AI can make your hiring process easier, better, faster, and stronger, in a way that makes that remote talent come straight to you.

ChatGPT was barely a year old as of the end of 2023, and it has already begun to change the way companies build remote teams.

According to Workable’s AI in Hiring and Work 2024 survey report, 62.5% of hiring managers used some form of AI in the recruitment process over the past year – with a vast majority pointing to time and cost savings as a result of utilizing AI.

Likewise, using AI for hiring remote workers can save you time and build remote teams by identifying, engaging, and onboarding the perfect candidates.

Here, we’ll offer you guidance on how to use ChatGPT to build remote teams and find the right candidates for them.

1. Virtual interviews

When you’re sourcing and recruiting job candidates for remote roles who live in a different city or even a different country from your physical office, virtual interviews will be part of your remote hiring process by necessity.

One in five hiring managers in Workable’s survey say their video interviews utilized some form of AI. Tools like ChatGPT can assist you here and make your virtual interview process more efficient and more streamlined.

Automated pre-screening interviews

The moment you put a job posting online, you’ll soon have 100+ messages piling up in your inbox – more than you could ever address personally on your own. Of those, you’ll have maybe five who make it to the final round of interviews.

How can you possibly single out the best candidates on your own, and balance your other job responsibilities?

ChatGPT can help you identify the best people to talk to out of your hundreds of applications during the pre-screening process.

That way, you can save your time and attention for the most qualified candidates.

Say you want to single out the candidates who have had experience working in remote teams. You could have ChatGPT filter through the cover letters, look for keywords and phrases such as “remote work”, “self-discipline”, and “communication skills”, and analyze which candidate would function the best on a remote team.

Example prompt: Analyze these cover letters for key skills and experience related to remote project management. Which candidate would do best on our fully-remote team, and why?

Interview preparation

Virtual interviews lack the face-to-face interactions and body language cues that can give you insight into a candidate’s soft skills and inner character.

AI tools can help compensate for the lack of in-person interaction in the interview by helping you learn as much about them as you can during the time that you have.

Suppose you’re hiring for a remote software developer position in the real estate industry, and it’s a fully remote role that can be done from anywhere. You can have ChatGPT help you brainstorm a list of questions that are tailored for the role.

You could use the Workable AI-powered interview question generator (as part of our Free Tools for Managers package) as a starting point to brainstorm your initial questions.

Then, you can use ChatGPT to take that list, and further tailor them to make them specific to remote work, or to the position itself.

Example prompt: Generate a list of behavioral questions for this remote software developer position in the real estate industry. Below are some interview questions I’ve already made, and the job description.

{{Insert Interview Questions}}

{{Insert Job Description}}

2. Candidate engagement

Candidates can drop off during the interview process for all sorts of reasons. Poor timing, a more enticing offer elsewhere, or a bad candidate experience can drive remote workers away to find other opportunities.

With ChatGPT’s help, you can keep the lines of communication open and improve your candidate engagement, so that they stick with you until the end and stay excited about the opportunity you’re offering them.

Automated follow-ups

One of the first chokepoints where candidates are likely to drop off is after the initial screening. You can use ChatGPT to create follow-up emails to let them know they’ve made it through the first round of interviews, and even personalize it to their responses.

Let’s say you were drafting a follow-up email for a candidate who successfully made it through the pre-screening stage of the real estate software developer from before. You can use a prompt like the following:

Example prompt: Create a follow-up email for this candidate who has completed the initial screening. Include information from their interview responses.

FAQ chatbot

Having an FAQ chatbot on the application page can field common questions that candidates might have about the role, and learn more about you, your company, and your remote work policy before applying.

If that’s something you’ve considered, have ChatGPT think of common questions candidates might ask about the position given the company and the role you’re hiring for.

ChatGPT pro-tip: Having web-enabled ChatGPT browse the homepage and “About” page of your website can help it learn more about your company culture and make the FAQ questions more personalized.

For this, you’ll need to have ChatGPT-4 enabled with the ChatGPT Plus subscription and insert one or two links from your company’s website to give examples. You can also use the VoxScript plugin available from the ChatGPT plugin store.

Example prompt: I’m making an FAQ chatbot for this role. Can you come up with two or three common questions candidates might have for the chatbot, such as the company culture, benefits, and the remote work setup?

Engagement surveys

If remote team building is something that your company is new to, you can use ChatGPT to continually optimize your remote hiring process based on your candidate’s feedback with candidate experience surveys.

Example prompt: Please generate questions for a post-interview candidate experience survey based on this role.

3. Collaboration

It can be harder to gauge a candidate’s personality and character in a virtual interview on your own. For that reason, your whole hiring team must be aligned on what to look for as you build your remote team.

Here are a few ways ChatGPT can make collaboration easier as you put together your remote team.

Candidate scorecards

The hiring team for your remote positions can keep the process objective and fair with a candidate scorecard. ChatGPT can make standardized scorecards for you based on the job description. That way, the criteria for candidate selection can remain unbiased, consistent, and fair.

Documentation

About 16% of companies are fully remote and have no physical office, and 32.6 million Americans will be remote by 2025.

If your organization is transitioning to a remote work setting, there may be an adjustment period as your company catches up to the new realities of the remote workforce.

ChatGPT can help smooth that transition and draft your internal documentation outlining the new rules about remote work at your company. Try having it draft an internal Slack message or email about your remote work initiatives.

4. Additional use cases

ChatGPT does its best work when you get creative with it. The trend toward remote work will bring about many exciting opportunities, but it will also bring challenges you can’t anticipate.

Here are some more out-of-the-box ways ChatGPT can help you recruit and build your remote teams.

Onboarding guides

Remote work is very new territory for many people. Some candidates will be more used to working in remote work environments than others. You can use ChatGPT to make personalized onboarding guides to make sure that all of your candidates start their roles on the right foot, regardless of their prior experience with remote work.

Going back to our example for the software developer job at the real estate company, a prompt you could use might be:

Example prompt: Create an onboarding checklist for this new remote role position.

Training modules

It’s perfectly possible that of two candidates who are equally qualified for the same position, one may be more used to remote work tools and communication platforms than the other.

You can help get the new remote workers on your team to get up to speed with training modules that can show them how to use the tools they’ll need to collaborate with their teams.

Let’s say you want to include a section on how to use your company Slack.

Example prompt: Outline a training module for using Slack in this position.

Embrace the future of remote hiring

AI tools and remote work together represent a significant shift in how we recruit candidates. If you make use of ChatGPT in key areas of your remote team-building process, you can make it easier on yourself and save yourself considerable time, money, and wasted effort finding qualified candidates for remote roles.

Curious about transitioning to a remote work setting? Check out our Workable guides on remote work here.

The post ChatGPT for remote hiring: using AI to recruit beyond borders appeared first on Recruiting Resources: How to Recruit and Hire Better.

If you are not familiar with the term, then it is about time to explain what an augmented workforce is, how skills and reskilling are playing a pivotal role in shaping the present and future of work, and whether all these advancements can secure your job. 

What is an augmented workforce?

The concept of an augmented workforce transcends the traditional boundaries of human and machine collaboration. It represents a sophisticated blend where human intellect and emotional intelligence are amplified by AI’s computational power. 

AI is not a substitute but a complement to human skills, taking on repetitive and mundane tasks and freeing humans to engage in more complex, creative, and strategic endeavors.

This synergy is not about replacing human effort but about enhancing and expanding human capabilities.

This synergy is not about replacing human effort but about enhancing and expanding human capabilities. 

For instance, IBM’s report, “Augmented Work for an Automated, AI-driven World,” states that 40% of the workforce will require reskilling in the next three years due to AI and automation’s impact. Are the HR teams ready for it? 

Related: Workforce planning strategy in the AI-driven economy

The augmented workforce model

The emergence of the augmented workforce is a response to the rapidly evolving business landscape, characterized by a need for agility, innovation, and heightened productivity. 

This model is already being adopted across various industries, as evidenced by insights from the recent report, “Augmented Workforce: Empowering People, Transforming Manufacturing”, by the Economic World Forum in collaboration with the University of Cambridge. That report illustrates the tangible benefits of this integration, such as a 300% improvement in ergonomics and a 50% increase in quality. 

These statistics not only highlight the efficiency gains but also the enhancement in employee well-being and safety.

Moreover, the deployment of augmented reality (AR) and other technologies has led to a 70% reduction in training costs and a 20% efficiency gain, as per the same report. 

This demonstrates the profound impact of AI in streamlining training processes and improving operational efficiency, making a compelling case for the augmented workforce model.

Applying AI and augmentation technologies

The integration of AI and augmentation technologies in the workplace is not just a futuristic concept, it’s a present reality. 

For instance, the use of AI-powered video learning platforms has led to a 50% reduction in training time and a 25% improvement in performance, as highlighted in the WEF report. 

In logistics, a sector known for its physical demands, augmentation technologies like exoskeletons have made a significant impact. The introduction of exoskeletons resulted in a 30-40% immediate improvement in posture during work execution, dramatically reducing the physical strain on employees.

Furthermore, the application of augmentation technology in quality and process assurance has achieved remarkable results. 

In specific cases, there was a reported 100% success rate in both quality and process assurance, underscoring the potential for significant improvements in production quality and reliability through these technologies.

Related: Top AI in Hiring statistics in 2024

Security and stability concerns

In the age of AI, one of the primary concerns for employees is job security. However, the augmented workforce model offers a reassuring perspective. 

Rather than replacing human jobs, AI is augmenting them, creating new opportunities and enhancing existing roles. For instance, IBM’s report indicates that while AI is expected to disrupt 85 million jobs globally between 2020 and 2025, it is also projected to create 97 million new roles. 

This shift underscores the transformative nature of AI – it’s not about job elimination but job evolution. The key is to view AI as a partner rather than a threat. 

The key is to view AI as a partner rather than a threat. 

By automating routine tasks, AI allows employees to focus on more meaningful, impactful work, thereby increasing job satisfaction and security. 

This shift necessitates a proactive approach from HR professionals and employers in reskilling and upskilling their workforce to adapt to these new roles.

Embrace a human-centric approach

For HR professionals and SMB employers, adapting to the augmented workforce model involves strategic planning and implementation. 

The first step is to embrace a human-centric approach, recognizing that the ultimate goal of technology integration is to enhance human work, not replace it. 

Implementing augmentation technology involves a phased approach: starting with the concept phase to identify technologies and assess industrial challenges, followed by the pilot phase to test the technology in practice, and finally, the scaling phase to expand its use and evaluate its broader impact.

Moreover, fostering a culture of continuous learning and adaptation is essential. 

As AI evolves, so must the skills and capabilities of the workforce. Investing in training and development programs that focus on both technical and soft skills will be key to ensuring that employees are equipped to thrive in an AI-augmented environment.

Related: How is AI used in human resources? 7 ways it helps HR

AI won’t take your job

According to the World Economic Forum’s prediction, the year 2025 will witness the replacement of approximately 85 million jobs by AI. However, this technological advancement is also expected to generate around 97 million new job opportunities.

The transformative impact of AI in the workforce is echoed by industry leaders and experts.

For instance, Robin Bordoli, ex-CEO, Figure Eight, supports that “It’s not about machines replacing humans, but machines augmenting humans. Humans and machines have different relative strengths and weaknesses, and it’s about the combination of these two that will allow human intent and business processes to scale 10x, 100x, and beyond that in the coming years.”

Richard Baldwin put it right.”AI won’t take your job,” he said during a panel at the 2023 World Economic Forum’s Growth Summit. “It’s somebody using AI that will take your job.” 

“The most expensive, most talented workers are the ones who have 20 years experience and know how to apply that. THAT’S what #AI does overnight.”

“.. A.I. won’t take your job, it’s somebody USING A.I. that’ll take your job.”@BaldwinRE @wef
pic.twitter.com/lGPKU0UtJp

— Carl Quintanilla (@carlquintanilla) May 2, 2023

These perspectives highlight a common understanding among experts: AI is a tool for enhancement, not replacement.

It’s about using technology to unlock human potential and drive forward innovation in ways previously unimaginable.

The journey towards an AI-augmented workplace is an opportunity for HR to redefine its role, focusing on strategic human capital development and fostering a culture that embraces continuous learning and adaptation. 

By doing so, we can ensure that our workforce is not just equipped to handle the challenges of today but is also prepared to thrive in the ever-evolving landscape of tomorrow.

The post Augmented workforce is not the future – it’s happening now appeared first on Recruiting Resources: How to Recruit and Hire Better.

This article explores the diverse effects of AI on the recruitment sector, gathering insights from multiple credible sources. 

We explore the market size and growth, adoption and utilization of AI tools, their efficiency, and effectiveness in accelerating hiring processes, as well as the perceptions and attitudes towards AI in the recruitment sector. 

Additionally, we address the concerns and challenges associated with AI integration, its role in reducing bias and enhancing diversity, future expectations and predictions, and the trends in investment and budget allocation towards AI in recruitment. 

The data presented offers a comprehensive understanding of AI’s current and potential future role in transforming the recruitment landscape.

Top AI in Hiring statistics

The following statistics are divided into eight specific categories addressing the market’s perception of AI.

1. Market size and growth

Increase in AI importance: 78.9% foresee an increase in AI importance and usage in the workplace, with only 4% predicting a decrease. [Source: AI in Hiring and Work 2024 Survey]

Global market size: AI recruitment industry’s global market size is $590.50 billion as of 2023. [Source: FnF Research]

Projected growth: Enterprise sector of AI recruitment to grow at a CAGR of 6.17% between 2023 to 2030. [Source: World Economic Forum]

Market projections: Global AI recruitment market to reach $942.3 million by 2030. [Source: FnF Research]

2. Adoption and utilization of AI in recruitment

Growth in AI tool usage: 68.1% see an increase in the use of AI tools in recruitment. [Source: AI in Hiring and Work 2024 Survey]

Global AI usage: Since the pre-COVID period, 88% of companies globally have been utilizing AI technology in HR, including recruitment.  [Source: SHRM]

AI in companies: 24% of companies use AI to hire talented employees. [Source: Sage Group]

AI for talent management: 60% of organizations use AI to manage talent as of 2024. [Source: McKinsey]

3. Efficiency and effectiveness of AI

Acceleration in hiring process: 44.2% report significant acceleration in the hiring process due to AI. [Source: AI in Hiring and Work 2024 Survey]

Time-saving: 44% of recruiters and 67% of hiring decision-makers see AI’s main advantage as its ability to save time. [Sources: Tidio]

Candidate sourcing: 72% of recruiters find AI most useful for candidate sourcing. [Source: LinkedIn]

Reduction in hiring time: Hilton reduced time to fill positions by 90% using AI. [Source: Medium]

4. Perceptions and attitudes towards AI

Mixed feedback in accounting/finance: 38.7% in Accounting/Finance give mostly positive feedback on AI in hiring. [Source: AI in Hiring and Work 2024 Survey]

Positive impact: 67% of HR professionals believe AI has a positive impact on recruitment. [Source: Tidio]

Public skepticism: 66% of U.S. adults would not apply for a job using AI for hiring decisions. [Source: Pew Research Center]

Racial or ethnic bias concerns: 37% of American adults think racial or ethnic bias is significant in hiring. [Source: Pew Research Center]

5. Concerns and challenges about AI

Technical difficulties in AI integration: 46.2% face technical difficulties in integrating AI. [Source: AI in Hiring and Work 2024 Survey]

Exclusion of unique talents: 35% of recruiters worry AI may exclude candidates with unique skills and experiences. [Source: Zippia]

Fear of replacement: 5% of HR leaders are concerned about AI taking over their jobs. [Source: Global CHRO AI indicator report]

24% of workers are worried AI will make their job obsolete [Source: CNBC]

6. Bias reduction and diversity enhancement

Challenges in hiring bias and data privacy: Top challenges include hiring bias (40%) and data privacy concerns (37.2%). [Source: AI in Hiring and Work 2024 Survey]

Reducing unintentional bias: 68% of recruiters believe AI will remove unintentional bias. [Source: Tidio]

Screening challenges: 43% of HR professionals find screening candidates the most challenging task. [Source: Ideal]

Onboarding preferences: 76% of people wouldn’t mind being onboarded by AI. [Source: Tidio]

7. Future expectations and predictions

Transformative impact anticipated: AI’s transformative impact on hiring processes is widely anticipated. [Source: AI in Hiring and Work 2024 Survey]

AI’s future role: 79% of recruiters believe AI will soon make hiring and firing decisions. [Source: Tidio]

AI decision acceptance: 31% would agree for AI to decide their hiring, 75% if there’s human involvement. [Source: Tidio]

AI in future recruitment: 77% of HR professionals believe people won’t have to be involved in the recruitment process at all soon. [Source: Tidio]

8. Investment and budget allocation

Increased budget in construction and IT/Technology/SaaS: These industries are likely to increase budget allocation for AI, indicated by the growing trend in AI usage. [Source: AI in Hiring and Work 2024 Survey]

Budget allocation in SMBs: 35.5% of small and medium businesses allocate budget toward AI recruiting tools. [Source: Statista]

Investment in AI-powered software: According to a survey conducted by MIT Tech Review, nearly half of the 600 firms surveyed stated that they plan to increase their spending on data infrastructure and AI by over 25% in the upcoming year.  [Source: MIT Tech Review]

AI is important for the workplace

The integration of AI in recruitment signifies a major shift in the hiring paradigm, offering both remarkable opportunities and notable challenges. 

As the data suggests, there is a growing recognition of AI’s importance in the workplace, with a significant number of companies adopting AI tools to enhance their recruitment processes. 

While AI has shown potential in accelerating hiring, reducing biases, and improving overall efficiency, it also presents technical challenges and raises concerns about data privacy and the potential overlooking of unique talents. 

The future of AI in recruitment is widely anticipated to be transformative, with industries increasingly allocating budgets to harness its capabilities. 

As we move forward, it is crucial for organizations to navigate these changes thoughtfully, balancing the technological advancements with the human aspects of recruitment to achieve a more efficient, fair, and inclusive hiring process.

The post Top AI in Hiring statistics in 2024 appeared first on Recruiting Resources: How to Recruit and Hire Better.

Claire Vernié, Talent Acquisition Operations Project Manager at weight-loss company Allurion Technologies, and Sarah Wilson, Chief People Officer at the ecommerce tech firm Rokt, shared their experiences and strategies with us on how they’re navigating this rapidly evolving landscape especially in how the talent market is impacted.

Here, we share the questions that we asked them, and their responses.

1. The overview

Q: Can you provide a brief overview of your company’s journey, especially in terms of hiring AI talent, and share a pivotal lesson you’ve learned?

In her response, Claire emphasized the importance of cultural fit and diverse skill sets alongside technical expertise.

She also describes an enthusiastic and strategic embracement of AI tech – including developing the Coach Iris weight-loss app, its own in-house AI tool.

It’s not just tech though.

“We’ve recognized that … cultural fit is also pivotal in building a cohesive team by fostering a collaborative environment that celebrates diverse skill sets as well as encourages continuous learning and innovation,” says Claire.

Naturally, this all leads to an increased need for top AI talent

This, Claire tells us, “emphasized the necessity for competitive packages to ensure we attract and retain the best talent.”

Allurion, says Claire, has bigger plans ahead including new product development, which will only emphasize the crucial balance between tech, culture, and compensation in the AI landscape.

Meanwhile, Sarah says the rise of AI has opened up what she describes as a “great problem to have”.

“We have had a machine learning (ML) team for many years and so the rise of AI in popularity has created both challenges and opportunities for us,” says Sarah.

“There are now more people training in this space (increasing the candidate pool) but by equal or greater measure, there are more opportunities for these individuals to choose from.”

Related: The workplace of the future: How AI is evolving the working world

2. What’s evolved in hiring AI talent

Q: How have your challenges and strategies in hiring specialized AI professionals evolved throughout 2023, and what’s in store for 2024?

While Sarah pointed to an already-existing machine language team at Rokt, Claire noted that Allurion hired its first machine language engineer in 2023 – with the focus on cutting-edge projects.

And in 2024, Allurion’s talent team will strengthen its relationship with existing AI communities.

“This is key to establish a robust pipeline for skilled professionals,” Claire says, highlighting the importance of aligning hiring strategy with a commitment to embracing AI tech.

Meanwhile, Sarah says the shifting tech market has opened up access to talent that Rokt didn’t have access to previously.

“We have found that we are hiring more internationally than we have previously as well. We expect these trends to continue.”

3. The balance between AI upskilling and hiring

Q: When looking at your AI team’s capabilities, how do you balance between upskilling existing employees and hiring new talent, and what criteria guide your decisions?

Sarah described a prioritization of hiring highly educated professionals, while also empowering their staff with individual professional development budgets.

“We put the power to develop these skills into the hands of our people,” Sarah says.

“That said, we typically hire PhD level people into these roles – and so our current priority is in hiring into the group versus leveling up the people we have.”

Claire looks to strike a balance between the two.

“Upskilling will foster loyalty and internal expertise with our current employees, while new hires bring in diverse perspectives to our organization,” she says, adding that decisions are made after assessing current skills gaps, project needs, and long-term goals.

4. Identifying and attracting AI talent

Q: Where can you find AI talent, how do you attract them, and what soft skills are crucial for them to succeed?

Claire highlighted a multifaceted approach.

“We tap into online communities, conferences, specialized platforms, and strategically explore colleges renowned for top-tier AI programs. By spanning out regionally and pinpointing locations rich in talent, we are casting a wide net.”

She adds that a focus on tackling “interesting and meaningful problems” through innovation and an emphasis on growth opportunities, collaboration, and teamwork are key, as are the overall company mission and benefits.

As for soft skills: “We value adaptability, effective communication, and a passion for innovation.”

Similarly, Sarah also points to alignment with core values as a key measuring stick of new talent.

“We have found in particular that Smart with Humility, Conquer New Frontiers, and Communicate with Impact correlate closely to success in this part of our business.”

5. Finding and filling gaps without in-house AI experience

Q: How do you evaluate candidates for a brand-new AI role when you don’t have that experienced leader who knows what to look for in terms of talent?

First, when engaging with candidates, Claire looks at skills and abilities, a track record, and a drive to stay updated in the evolving AI landscape.

And then there’s the team approach.

“We also adopt a team-oriented strategy to collectively break down the responsibilities associated with the new AI role. This collaborative effort involves researching, accessing training resources in our network or through platforms like LinkedIn Learning,” Claire says.

“We proactively gather insights from various channels, including reviewing other job postings, articles, and engaging in discussions during the recruitment process.”

Claire notes how this helps in collectively establishing knowledge and understanding for new AI roles in the absence of an experienced leader.

AI grows as a mainstay in work

The insights from Sarah and Claire show an increased emphasis on AI knowledge and capabilities – and they’ve evolved their hiring and employment strategies at their respective companies in response.

As is the case for any new developments in the workplace, an agile and proactive mindset is crucial to stay ahead of the curve – and we’re seeing this at Allurion Technologies and Rokt, among many others.

If you’d like to share your own insights or story on how you’ve navigated the sudden entry of AI into your company, send us a note and let’s talk!

The post Navigating the AI talent landscape with Allurion and Rokt appeared first on Recruiting Resources: How to Recruit and Hire Better.

You naturally assume things about a person based on their race, their skin color, their first language, how much education they have, and how they present their outward gender.

It’s not your fault. You can’t help it. All of us do that. It’s how people are socialized.

AI tools, and ChatGPT in particular, offer you an interesting solution to this common HR challenge – that of overcoming your own unconscious bias in the hiring process.

ChatGPT is a tool that humans created, and its training data is not free of its own biases. That notwithstanding, ChatGPT can help you identify and remove various forms of bias from your own HR processes. You just need to know what to ask it.

This post will explore how you can use ChatGPT to overcome bias in a way that leads to a more equitable, diverse, and inclusive workplace, and offer use cases and example prompts for doing so.

Related: Can AI help beat unconscious bias in hiring? Yes, it can

The role of AI in overcoming HR bias

One of the things that AI tools do best and better than any human being can on their own is analyze large amounts of data, and identify patterns and trends that would be lost on an average human.

AI tools like ChatGPT can scan job descriptions, performance reviews, and candidate profiles and highlight where biases might occur.

That analysis can help you make a more fair hiring process. It makes the candidate hiring process more impartial and objective.

That isn’t to say that ChatGPT isn’t free from its own biases. Human beings make AI tools, and their training data is influenced by the same unconscious biases that their creators have. ChatGPT itself has gender bias that can affect the outcome of HR tasks.

Even so, ChatGPT and other AI tools can still be incredibly useful for you for finding and removing bias as an HR professional.

You just have to be aware of their limitations and use your own human judgment.

ChatGPT use cases for overcoming bias

ChatGPT’s versatility and adaptability mean you can do more or less anything you want with it. Its processing capabilities mean that it can pick up on minute details that you would miss on your own, and detect biases that you can’t.

Here are some of the ways you can use ChatGPT to detect and remove bias.

1. Blind resume screening

How much can you learn about a person just from their resume alone?

Alongside the skills and qualifications that help you decide whether a candidate is a potentially good fit for the role you’re trying to fill, their resume will also have their name, location, where they went to school, their area and zip/postal code, and other personal identifiers. These can influence your decision-making process in ways you’re not even fully aware of.

Use ChatGPT to anonymize the resume you’re scanning to swipe details like names, addresses, and educational institutions that might reveal their gender, race, and socioeconomic background.

Example prompt: Summarize the work experience and skills of this candidate without including any personal demographic information

2. Standardized interview questions

Every single person you interview will be given the same set of interview questions, delivered in the same way. However, each one of those candidates will be different.

You can use ChatGPT to ensure a consistent interview process in a way that focuses solely on the candidate’s skills and experiences. That helps keep the interview process fair across the board.

Try something like:

Example prompt: Generate a list of skill-based interview questions for a software engineering position ChatGPT

Or something a little more specific:

Example prompt: Create behavioral interview questions that assess problem-solving abilities for a project manager role.

Then, you can take those interview questions, and use the AI-powered Workable interview question generator to customize them into something more unique to the role and your company culture.

3. Bias training for HR staff

ChatGPT can be a handy learning tool for both you and your staff in recognizing the way biases influence your decisions and choices when sourcing and recruiting candidates.

You can use it to develop HR training modules for you and your team and simulate scenarios that help you address your biases, so you can work around them.

Educating yourself about bias isn’t just about awareness, but using tools and creating strategies that counteract biases altogether in day-to-day decision-making.

Create realistic scenarios and interactive training sessions where you and the rest of your HR team can identify and address bias in a controlled environment.

For instance, you can have ChatGPT make a training module that focuses on gender bias in hiring decisions. The module can include scenarios where gender bias might influence your hiring decision, and include questions and discussion points to help your staff find them.

Example prompt: Create a training module for an HR team on identifying and mitigating gender bias in hiring decisions

You can make training modules for racial bias as well.

Example prompt: Develop a scenario-based exercise to train HR staff in recognizing racial bias in performance evaluations. Make a detailed scenario, give the step-by-step training exercises, and make a detailed list of questions and discussion points.

4. Employee feedback analysis

HR teams rely on employee feedback to improve how they find, hire and let go of people. Manually sifting through a mountain of employee feedback forms on your own is not only time-consuming but can be affected by your own subjective interpretations and analysis.

ChatGPT can help you process large volumes of employee responses and feedback efficiently, and give actionable insights from them.

For example, if bias against a particular group is found in a certain department, your HR team can do a more in-depth investigation and intervention.

Example prompt: Summarize the key concerns related to diversity and inclusion from this employee survey

You can even have ChatGPT scan the employee feedback responses for workplace bias and identify problem areas:

Example prompt: Analyze these employee feedback responses and identify any recurring themes related to workplace bias

5. Job description optimization

You can start to remove gender and racial bias from your interview process at the very beginning.

How do you do that? You can have ChatGPT make neutral job descriptions that bring in a broad, diverse range of talent and appeal to a wider candidate pool.

Use ChatGPT to create job descriptions that avoid language that might unconsciously defer to certain groups or ethnicities.

Example prompt: Rewrite this job description to ensure it is gender-neutral and inclusive for all candidates

Or here’s an alternate take on the same prompt.

Example prompt: Identify and replace any potentially biased language in this job advertisement with more inclusive wording

Addressing ChatGPT’s own biases

ChatGPT is a tool made by people with their own biases, who trained it on data made by people who in turn have their own biases. AI tools are a reflection of the people who made them.

OpenAI, the company that makes ChatGPT, has addressed this issue in its FAQ section on the subject of ChatGPT bias. They call for the need for human oversight when reviewing any content or output made by ChatGPT.

Some things to be aware of:

• The model is skewed towards Western views
• The model might agree with a user’s strong opinion on political issues and reinforce them
• The model performs best in English

Strategies for ChatGPT bias mitigation

You can use several strategies to mitigate the biases in ChatGPT’s own training:

• Regular auditing: Audit ChatGPT for potential biases. Review the recommendations that AI tools give you and check them for patterns that demonstrate bias
• Human oversight: Create a system of human oversight where ChatGPT’s decisions are reviewed by trained human HR professionals
• Continuous learning: As AI tools evolve, incorporate learning and feedback from diverse datasets to help gradually reduce their bias
• Transparency: Be open about the role of AI in your decision-making, and the measures taken to ensure fairness and objectivity

Make your hiring and recruiting bias-free with ChatGPT

Using ChatGPT, you can anonymize your resumes, create unbiased job applications, scan for gender and racial bias in your surveys and employee feedback, and even train your HR team to be aware of their own bias.

Just keep in mind that AI tools are not perfect and are impacted by the bias of their creators. Create systems and processes that account for that, minimizing their limitations and maximizing their potential.

If you want to dive deeper into this topic, check out our guide to checking for unconscious bias when screening candidates.

The post How to overcome bias with ChatGPT: a complete guide appeared first on Recruiting Resources: How to Recruit and Hire Better.

HR stands at the forefront of this technological frontier, tasked with demystifying AI and guiding employees through its integration. With the considerable employee resistance in mind – 40.5% according to Workable’s AI in Hiring survey – this can be a difficult task for you. 

The challenge lies in balancing the curiosity to explore AI’s possibilities with the caution necessary to address its complexities and ethical considerations.

It’s up to you to make the decision and inspire your workforce to excel with AI technology tools.

Skip the lag, embrace the new technologies

According to Gartner, a staggering 76% of HR leaders believe that failing to adopt AI within the next 12 to 24 months will leave their organizations lagging behind. 

This statistic underscores the urgency with which HR must not only understand AI but also lead its ethical and effective implementation. The role of HR is evolving from administrative gatekeepers to strategic pioneers, steering their organizations through the uncharted waters of AI integration.

AI’s impact on jobs

One of the most pressing concerns with AI is its impact on employment. 

Contrary to the popular narrative of job replacement, the reality is more nuanced. 

An IBM study revealed that while roles will undoubtedly transform, they are more likely to be augmented by AI than outright replaced. In fact, 87% of executives believe that AI will enhance employee capabilities rather than diminish them. 

This insight is crucial for HR professionals as they seek to reassure employees and reframe AI as an opportunity for growth and innovation rather than a threat to job security.

Pioneering companies like PwC and Walmart have set compelling examples. PwC’s commitment to upskill all 65,000 of its employees on generative AI, including tools like ChatGPT, signifies the importance of comprehensive AI literacy. 

Similarly, Walmart’s AI Playground allows employees to experiment with AI within a structured and safe environment. These initiatives demonstrate how organizations can mitigate fears and build confidence by providing hands-on learning experiences with AI.

Leadership in the AI era

The journey toward AI integration is not without its ethical and practical challenges.

Over one-third of HR leaders expect to lead their organization’s enterprise-wide AI ethics approach, according to Gartner. 

This responsibility underscores the crucial role of leadership in setting a clear and ethical direction for AI adoption. 

Leaders must not only understand the technical aspects of AI but also its broader implications on organizational culture, ethics, and governance.

Related: Ethical AI: guidelines and best practices for HR pros

AI as a pillar of HR strategy

The strategic importance of AI in HR cannot be overstated. 

A Conference Board survey of CHROs found that 61% plan to invest in AI to streamline HR processes in 2024. Additionally, according to Workable’s AI in Hiring report, nearly two in three have used some form of AI when hiring in the last year.

This investment is not just a trend, but a recognition of AI’s potential to impact everything, from recruitment and onboarding to performance management and employee engagement. 

For HR professionals, the challenge lies in identifying the areas where AI can deliver the most value, securing the necessary resources, and implementing solutions that align with the organization’s strategic objectives.

1. Fostering a AI-fluent workforce

As the workplace becomes increasingly diverse, HR must ensure that AI initiatives resonate across all generations.

The concept of reverse mentoring, where younger, digitally-savvy employees guide their older counterparts, can be particularly effective. 

This approach not only facilitates knowledge sharing but also fosters a culture of inclusivity and continuous learning. 

By engaging employees of all ages in AI learning and experimentation, organizations can harness a wealth of perspectives and experiences, driving innovation and adaptability.

2. Realizing the potential

Real-world case studies provide invaluable insights into the practical application and impact of AI in HR. 

For instance, consider a company that implemented an AI-powered recruitment tool like DAOU Vineyards. This tool not only streamlined the application process but also reduced unconscious bias, leading to a more diverse and qualified candidate pool. 

Another example is a global retailer that used AI to analyze employee feedback like PaneraTech, enabling leadership to address concerns promptly and boost employee satisfaction. 

These stories not only illustrate the potential of AI but also provide a blueprint for other organizations looking to embark on a similar journey.

3. Addressing fears and misconceptions

Despite its potential, AI is often shrouded in myths and misconceptions. HR has a critical role in demystifying AI, providing clear and factual information, and addressing common fears. 

For example, while some worry about job displacement, the reality is that AI is more likely to augment jobs and create new opportunities. 

By proactively addressing these concerns and highlighting the positive aspects of AI, HR can help build a foundation of trust and openness, paving the way for successful adoption.

4. Staying ahead in the AI race

In the rapidly evolving landscape of AI, continuous learning and adaptation are key. HR professionals must stay informed about the latest developments, tools, and best practices in AI. 

This requires a commitment to ongoing education and a willingness to experiment and learn from both successes and failures. 

By fostering a culture of curiosity and resilience, HR can ensure that their organizations not only keep pace with the AI revolution but also leverage it to drive innovation, efficiency, and competitive advantage.

Embrace AI not as a challenge to overcome but as a catalyst for transformation and success. 

By investing strategically, fostering a multigenerational workforce, sharing success stories, demystifying AI, and committing to continuous evolution, HR professionals and SMB employers can inspire their teams to embrace and excel with AI. 

The post Inspire your workforce to embrace and excel with AI appeared first on Recruiting Resources: How to Recruit and Hire Better.

It’s an exciting yet challenging time to be in the workforce and hiring sector. The rapid advancement of AI and its integration into the work environment has prompted a plethora of questions:

• How is AI transforming the hiring process?
• What impact is it having on job roles and employee expectations?
• How are businesses adapting to these technological changes?

To find out, we put out a new survey – more than 3,200 professionals in the US and UK responded, with 950 qualifying as hiring managers who had hired within the past year and had used some form of AI in the process.

The result? A new survey report titled AI in Hiring and Work: 2024 Survey Report based on insights collected from that group of 950 professionals.

This extensive study sheds light on the dynamic relationship between AI, hiring practices, and the future of work.

Key insights

1. AI revolution in recruitment

Yes, ‘revolution’ is a big word – but it applies here. Our report reveals a significant surge in AI utilization in hiring processes. This shift is redefining efficiency and effectiveness in sourcing and selecting candidates.

2. Employee perspectives on AI

It’s a bit of a mixed bag. Employees are feeling mostly positive about AI’s entry in their work world, but are apprehensive about their own jobs. They’re also finding AI to be useful in some ways but a challenge in others.

Our comprehensive survey uncovers the nuanced ways in which AI is influencing hiring trends, employee expectations, and the very nature of work itself. These findings are crucial for employers, HR professionals, and employees alike, providing a roadmap to navigate the transforming landscape of work.

OK, there are piles of studies on AI in the workplace out there. What makes this one special? Because it includes a dedicated section on AI in the hiring process itself.

Why this should matter to you

As an employer, you can gain a competitive edge by understanding how to leverage AI in recruitment and workforce management efficiently.

As an HR professional, you can equip yourself with knowledge to effectively strike that important balance between the marvels of technology and the irreplicable nuances of human talent.

As an employee, you can learn how your own career may evolve with the increasing presence of AI in the workplace.

Yes, we heard that “these are crazy times” back in 2020, when COVID hit. It’s still going, but the transformation is in different forms with the apex being at the intersection of technology and human talent.

AI is not just a dazzling new technology – it’s fostering new paradigms in the workplace. And AI in Hiring and Work: 2024 Survey Report is not just a collection of data – it’s a window into the future of hiring and the workplace.

Dive in and see the insights for yourself: AI in Hiring and Work: 2024 Survey.

Got thoughts, feedback, or questions? Connect with us at content@workable.com. Your input is invaluable as we continue to explore and understand the ever-evolving world of work.

The post Announcing AI in Hiring and Work: a 2024 survey report appeared first on Recruiting Resources: How to Recruit and Hire Better.

They discussed ATS advancements, innovative reporting tools, and HRIS features, highlighting Workable’s commitment to evolving talent acquisition and management.

Here are key insights from their FAQs.

Q. How much of your 2024 product road map will focus on the ATS?

A. The ATS remains the majority of our business, the overwhelming majority of our revenue and also the thing we are very well known for. So, the point solution for ATS is not being left behind in any way.

In fact, just to give you a sense, the ATS you see has been developed by, for most of the years, it was an engineering team of like 50, 60 people. And now it’s up to 70. And right now, already, the team is 150.

And yes, it includes maybe a third of them working on things that are not ATS including HRIS, job sites, etc.

We have a lot of other things that come together around the product, but [the ATS] is still the majority of the thrust of the R&D and, in absolute numbers year over year, bigger investment happens there.

So, today, obviously, the HRIS parts are new, and there’s a lot of new features, and there’s a lot of novelty in that direction.

But this is a bit misleading. The ATS remains like the brand of our business and the core of our business. That should give peace to people that we’re not starting to do other things.

Q. Are there any [plans] to improve the reports feature for recruiting?

A. We’re not surprised because these features that people are mentioning here are also the few very, very in-demand features.

We know that reporting is something that users always want more. I don’t know the details specifically, but I know we’re going for a very comprehensive solution that will give a lot of flexibility and essentially cover lots of different needs that different users have brought up.

And you’re going to get some really good news on that front, including the ability to receive scheduled email reports in your email.

Q. How can we get the information of our employees from our previous HRIS into Workable?

A. We’ll help you do that. Essentially, we have a customer success and professional services team that is going to sit with you, figure out your needs and how you want the work of HRIS to be set up and then they’re going to work with whatever provider or vendor you had before, how you had your data, and try to find the best way to migrate it and map it.

It’s not an easy process, but we have a team that is going to actually do that effort for you because it’s vital for your success. So you will have our assistance. We just did this for ourselves; we moved from Bamboo users before, and we moved to Workable. It’s been made so that this can be done.

If you just want to take a snapshot of the current information of your employees and import it to Workable, you can do it by a CSV import. We already have a fully customizable CSV import. You can map the columns of the CSV file to the employee record, the fields of the employee record as they have been defined by you in our own HRIS. And you just need to upload the CSV and you’re done.

But if you want to also migrate the historical information, then yes, with a professional service, we can do the more sophisticated import for you. It depends if you just have a list of employees and data that you can probably upload yourself.

But if you want to carry over your policies, documents, signatures, if you had an HRIS before, it’s best if you talk to our customer services team and we’ll do all the hard work for you.

Plus, we really want people to try it out because it’s a new thing. So, you will get a super VIP treatment from our team who wants to be super successful with their first customers. First-class service.

Q. Will we be adding a field to search by the general function since titles are so arbitrary?

A. What we are going to do in people search is replace the existing way to search with a natural language search that will be interpreted by an LLM to a query to our People Search index. So this thing will change completely and will have theoretically unlimited capabilities.

You’ll be able to tell it what you’re looking for and it will do with some LLM including some other things I saw in the chart, like a radius of a locale, you know, location with radius-based location searches and stuff like that.

Everything that can be mapped from natural language to an elastic search query – essentially being a bit technical here – will be possible.

Q. Any news on posting jobs in multiple locations?

A. Job postings in multiple locations is perhaps the most requested feature at the moment. It’s in the roadmap, The first version of multiple locations will be available in the beginning of 2024, but we will continue improving it over the first two quarters but even the first iteration will be good enough for most use cases regarding this qualification reasons.

I must admit this is something we had planned for [2023] but because it took us longer to do the required improvements in the new design of the candidate profile and candidate pipeline management. It’s definitely coming [in 2024].

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However, the possibilities offered by AI aren’t simple and come with challenges – with bias and privacy being standout issues.

AI can mimic human biases as seen in Amazon in the past, sometimes amplifying them, potentially compromising fair hiring practices. At the same time, it handles vast amounts of private data, meaning the line between ethical and efficient use of AI can often blur.

Here, we discuss bias and privacy as dual challenges of AI in HR and how we can address these issues.

Understanding the challenges

Bias in AI

AI systems learn from historical data. This data generally contains human decisions and, therefore, human prejudices and biases.

Thus, designs trained on biased data will inadvertently perpetuate existing biases.

For instance, an AI tool used for resume screening may prefer resumes with names traditionally perceived as male if the data reflects a historical hiring bias against females.

To give a concrete example of how AI can exhibit gender bias, consider the use of AI for evaluating job applications. If previous selections were biased towards a particular demographic, the AI could replicate this trend, disadvantaging equally qualified candidates from other demographics.

The consequences are significant: talented individuals might never reach the interview stage solely based on AI-recommended shortlisting that echoes historical biases.

But this concern goes beyond fairness, as businesses also miss opportunities to hire potentially “better candidates” while enriching their workforce diversity and, consequently, their output and productivity.

Privacy concerns

The privacy issues surrounding AI in HR are multifaceted.

On one level, candidate data is collected and handled during the recruitment process. AI can help screen personal histories, social media profiles, and other data points to evaluate candidates’ suitability for a role.

While this can be incredibly efficient, it also risks collecting too much information or using it in ways that candidates did not consent to.

On another level, in the workplace, AI systems can monitor employee performance and predict future behaviors. Such systems can analyze communication patterns, work outputs, and other personal metrics. While there are benefits here for organizational insights, there is the real and often imminent threat of crossing the line into “surveillance,” leading to an internal culture of mistrust and apprehension.

Each instance of privacy overreach by AI can harm employee confidence and lead to a backlash against AI tools, not to mention potential legal issues. Companies must, therefore, be vigilant, ensuring that their AI-driven HR technologies are designed and implemented with the strictest data privacy standards in mind.

It’s a complex balancing act between leveraging AI for its undeniable benefits and respecting the privacy of individuals. This balance is critical to AI’s sustainable and ethical use in human resources.

Given these challenges, organizations looking to leverage AI in their HR processes must consider how to address bias and protect privacy.

Addressing bias

Tackling bias in AI requires a dual-pronged strategy.

Organizations using AI in HR must train their AI with data collected fairly and responsibly. Equally important is the need for clarity in the AI’s decision-making processes, ensuring that the algorithms are practical but also transparent and understandable.

Data collection and processing

The data on which AI systems run is pivotal. It’s the foundation upon which AI’s decisions are made. If the data reflects biases, so will AI’s decisions. Organizations must start at the source – unbiased data collection and processing to combat this.

This means gathering data from various sources and ensuring it represents all facets of the population. It also involves regular audits to check for and correct biases that may have crept into datasets.

Organizations can mitigate bias in their AI data by diversifying data collection teams and employing algorithms designed to identify and reduce discrimination. For example, some major companies, including Google, HSBC, and the BBC, have successfully implemented ‘blind recruitment’ practices, using AI to anonymize applications, thus focusing on skills and experience rather than demographic characteristics.

Case studies from organizations like IBM show that seeking diverse datasets and employing fairness checks leads to fairer AI outcomes. Thus, a commitment to designing as unbiased AI as possible clearly benefits the hiring process and contributes to a more inclusive workplace culture.

Algorithm transparency

Transparency in AI algorithms is yet another vital consideration in handling bias. First, organizations must understand how AI makes decisions before being able to trust its outcomes. Unfortunately, the secretive nature of many AI systems can obscure their decision-making processes, which means organizations need transparent and open algorithms.

Methods to increase transparency include developing AI with explainable AI (XAI) principles in mind, where humans can understand the AI’s decision-making process. Another method is algorithmic auditing, where third parties review and assess AI systems for fairness and bias.

However, implementing transparency is challenging. It requires a delicate balance between revealing enough about the algorithms to ensure fairness and not compromising proprietary technology or data security.

Additionally, increased transparency doesn’t always lead to increased fairness, as it also depends on the quality and diversity of the training data and the intentions of those interpreting the algorithm’s outcomes.

Protecting privacy

Data protection policies

Robust data protection policies are foundational for protecting privacy in AI-facilitated HR processes. However, as Wojciech Wiewiórowski, the European Data Protection Supervisor, points out, “the biggest challenge is to get to know and understand for which purposes data are collected.”

With this in mind, one suggestion is for organizations to employ the concepts of purpose limitation and data minimization, which means only very specific types of data are collected for specific, well-defined purposes and only when necessary to execute that purpose.

Furthermore, this minimal data must also be encrypted and anonymized. This transforms sensitive data into unreadable code while protecting it from unauthorized access and also removes personal identifiers from datasets to preserve individual privacy.

Employee consent and control

Informed consent is a critical aspect of protecting employee data privacy. Organizations must be transparent in communicating the extent and purpose of data collection, ensuring all employees understand and agree to it.

Mechanisms for employee control over their data, such as data access and correction rights, also help to empower employees to have a say in their data lifecycle.

Future trends

AI in HR is expected to evolve with a stronger emphasis on ethical AI practices. Innovative solutions – such as purpose limitation and data minimization, are emerging to tackle bias and privacy challenges, as legislation such as the GDPR will influence future development.

These trends emphasize an AI-enhanced HR landscape prioritizing technological advancement and individual rights protection.

Furthermore, as AI becomes more integrated into HR practices, it’s poised to become more responsible and transparent.

Organizations can expect to see new business intelligence tools that provide more precise insights into AI decisions, making it easier to identify and correct biases.

Privacy protections will also be enhanced, with more sophisticated data handling protocols that give employees greater control over their information. Legislation will continue to guide these advancements, ensuring that as HR systems become more competent, they also adhere to ethical standards.

The ultimate goal is a seamless integration of AI in HR that supports more innovative hiring, unbiased evaluation and respects data privacy.

Choosing the right AI tool for HR

Selecting the right AI tool for human resources is pivotal for modern businesses. It involves evaluating the tool’s features and ensuring it aligns with organizational needs and values.

Evaluation criteria

When it comes to choosing an AI tool for HR, there are several critical criteria that organizations should consider. These criteria ensure that the tool meets immediate needs and aligns with long-term strategic goals.

1. Data security and compliance

This ensures the tool aligns with legal standards, protecting the company from legal risks. Organizations can check for compliance by reviewing the tool’s data handling policies and seeking certifications like ISO.

2. Scalability

A scalable tool can accommodate growth without a drop in performance. Evaluate this by checking the tool’s history with larger clients or testing its performance under increased loads.

3. Customization and flexibility

Customization ensures the tool fits unique business needs. Organizations can assess this by requesting demos or pilot programs demonstrating the tool’s adaptability.

4. User experience

A tool with an intuitive interface promotes higher adoption rates. Conduct user testing sessions to gauge ease of use.

5. Integration capabilities

Seamless integration of AI with existing systems enhances efficiency and supercharges productivity. This can be evaluated by checking for existing integrations or API availability.

6. Analytics and reporting

Quality analytics enable better decision-making. Examine the depth and relevance of the analytics provided during product demos.

Implementation strategies

Successfully implementing an AI tool in HR requires careful planning and execution. It’s more than choosing the right tool; it’s about ensuring effective integration into the organization’s HR processes.

1. Pilot testing

Conducting a pilot allows for a risk-free evaluation of the tool’s fit. Start with a small, controlled group before a full roll-out.

2. Feedback mechanism

Regular feedback helps refine the tool. Implement surveys or focus groups to gather user insights. Tools like Usersnap can assist here.

3. Data governance

Establishing clear data governance rules ensures ethical data use. Develop a data policy that outlines how data will be used and protected.

4. Change management

Proper change management eases the transition. This includes staff training sessions and clear communication about the changes.

5. Performance metrics

Defining success metrics helps measure the tool’s impact. Decide on key performance indicators (KPIs) related to HR functions to track progress. Using insights from your employee engagement software is very helpful here.

These steps and considerations ensure that the AI tool aligns well with the organization’s HR needs and supports its long-term goals.

Integrating ethical AI in HR

Integrating ethical AI in HR is a multifaceted process that begins with developing and implementing AI ethics policies. These policies should outline the organization’s commitment to fair and responsible AI use, including how AI decisions are made and reviewed. Involving diverse stakeholders in policy creation is crucial to ensure comprehensive perspectives.

Employee training and awareness programs are equally important. These programs educate staff on the ethical use of AI in HR, raising awareness about potential biases and the importance of data privacy. Regular training sessions help create a culture of ethical AI usage.

Monitoring and evaluation mechanisms form the final pillar. These mechanisms involve regularly assessing the AI tools in use, ensuring they adhere to ethical guidelines and not inadvertently introducing biases.

Regular audits, feedback loops, and performance reviews of AI systems provide continuous alignment with ethical standards. This proactive approach helps adapt to new challenges and evolving legal and ethical frameworks in AI.

The takeaway

Integrating AI into HR represents a significant step forward in managing and enhancing human resources.

Organizations can navigate this new landscape effectively by prioritizing ethical AI practices, robust evaluation criteria, and comprehensive implementation strategies.

Tools like Workable stand out as exemplary options, offering advanced features that align with ethical standards, ease of integration, and substantial support and training. As HR continues to evolve with AI advancements, choosing a tool like Workable can be pivotal, ensuring a balance between technological innovation and protecting employee rights and data privacy.

Irina Maltseva is a Growth Lead at Aura and a Founder at ONSAAS. For the last seven years, she has been helping SaaS companies to grow their revenue with inbound marketing. At her previous company, Hunter, Irina helped 3M marketers to build business connections that matter. Now, at Aura, Irina is working on her mission to create a safer internet for everyone.

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PR disasters aren’t just a PR or a marketing problem, they are a company problem. They are delicate and time-sensitive situations that need to be dealt with quickly, and your team member’s contribution to their mitigation and resolution is a reflection on your company as a whole.

HR teams play an important part here, in making sure that the fallout caused by PR crises is kept to a minimum. HR teams bridge the communication between leadership and the rest of the team when the ship is going through troubled waters.

When the headlines start getting nasty and people on TikTok start pointing fingers, HR teams help people not to panic, while the

PR team helps the company to save face and address any wrong-doing, real or perceived.

When things go south, ChatGPT can be a real asset for HR professionals who are scrambling to make sure their team stays calm and doesn’t freak out.

With it, HR teams can help relay important and time-sensitive information to the people who need it, analyze what teams need what support, distribute resources, and provide empathetic responses during times of uncertainty and stress.

This guide will offer tips and advice on how HR teams can use ChatGPT for crisis management, with examples and prompts.

The role of HR in crisis management

As the HR team, it is your job to help make sure that your organization is prepared for times of trouble. When things are turbulent, it is up to you and the rest of your HR team to make sure communication remains open, that core business processes and departments remain operational, and that things slowly but surely return to normal.

Read more: Crisis management in the workplace: the role of HR

Here are some of the responsibilities you and your teammates in HR will face when the company faces a crisis.

1. Planning and preparedness

One of your most important duties is the creation of a Crisis Management Plan (CMP). This plan outlines the protocols and procedures for different worst-case scenarios, including data breaches and natural disasters.

2. Communication

You and your HR team serve as the link between leadership and the rest of the organization. You help people stay calm, and clear-headed, and work as a cohesive team so that things keep headed in the right direction, even when things get messy.

3. Employee wellbeing

It’s on you to make sure your team is still functioning, physically and mentally, during times of upheaval and uncertainty.

4. Legal and ethical compliance

While the rest of the company is working to ensure the business is still running, it’ll be up to you to make sure all the right actions happen swiftly to avoid being the target of lawsuits and irreparable brand damage.

5. Business continuity

Lastly, and most importantly of all, your most important function while the business is facing a crisis is to make sure that the business continues to run smoothly.

That can include onboarding new hires, reassigning roles and responsibilities, redistributing resources where necessary, and downsizing when it’s needed.

Use cases for ChatGPT in crisis management

When you’re the HR point person or the leader of an HR team and the company is facing a crisis situation, you must put out many fires and do it fast.

A lot of things need to happen, quickly. Memos need to go out. Press releases need to be sent to reporters. The legal team needs to approve everything to make sure your company isn’t slapped with a lawsuit.

Using ChatGPT to help you resolve the crisis is so helpful because ChatGPT is so adaptable. ChatGPT can be anything or anyone you want it to be, and it can switch between roles, personas, and tasks at a moment’s notice.

You will have to change hats often during the crisis. ChatGPT can do that as fast as you can.

1. Rapid response and information dissemination

Whistleblower lawsuits and workplace safety controversies happen often enough in the corporate world, and they can add up quickly. The penalties for violating Occupational Safety and Health Administration (OSHA) guidelines can cost your company $15,625 per workplace safety offense.

How do you avoid those lawsuits and fines? Make sure everyone who works at your company knows what the rules are.

Communication is critically important in situations like this, even more than usual. Companies that accepted responsibility for the situation, made a plan and stuck to it, stayed active on social media, and above all kept a dialogue going often come out of crises looking better than if they shut down communication and did nothing.

ChatGPT can be used to help pull data from your internal safety documentation and then help make your external communications.

Example prompt: ChatGPT, summarize the latest safety guidelines for employees

ChatGPT tip: Give ChatGPT the relevant sections from your employee workbook, then ask it to summarize that information for you to include in your team emails.

2. Emotional support

When a crisis happens, people’s jobs are on the line. People are stressed out. They’re anxious. They’re fearful. They’re apprehensive.

As the HR professional at your company, you’re in the best spot to ease nerves and reassure people about the situation.

ChatGPT can help be your health and wellness expert. You can train it to help provide your team with mindfulness resources that can give them needed emotional support. That way, they can ease their frayed nerves and keep their minds clear, so they focus on the difficult and necessary tasks ahead.

Example prompt: My company is facing a data privacy breach crisis. I’m worried about how it’ll affect my job. How can I cope with the stress?

ChatGPT tip: If you notice that your team has been stressed out and fearful about the status of their jobs, ChatGPT can help you come up with stress-management techniques you can then send out in a company-wide email or newsletter.

3. Resource allocation

When the company goes through a crisis, optimal resource allocation is key to resolving it as quickly as possible. You need to identify what departments are best placed to remedy the situation and what they need to do – as quickly as possible.

What ChatGPT does well is sort through large amounts of information and data, anticipate likely outcomes and scenarios, and help you see things from different angles you couldn’t otherwise.

One of the big personnel crises in recent memory was the WeWork scandal that led to CEO Adam Neumann stepping down after overvaluing the company.

Having the CEO leave during a crisis can send your whole team scrambling. Here’s something you can try with ChatGPT so that doesn’t happen to you.

Example prompt: {{Explain the situation and the crisis}}. What teams and departments need immediate assistance?

ChatGPT tip: Give ChatGPT a 1-2 sentence description of the situation you’re dealing with. Then, ChatGPT can help you assess what departments are going to need the most support while the crisis is ongoing.

Example prompt: Now, please generate a resource allocation report for those teams.

ChatGPT tip: Once you have a bead on what departments need help, have ChatGPT direct you to what resources they’re going to need, and work out how to give it to them.

Use ChatGPT for crisis management to save your bacon

Using ChatGPT to help you with your crisis management can help you resolve the situation faster, cleaner, and with less reputational damage. ChatGPT is adaptable and quick, which is what makes it effective for managing a crisis when time is of the essence.

The post ChatGPT for crisis management: a tool to overcome problems appeared first on Recruiting Resources: How to Recruit and Hire Better.

The fact is, we are constantly being monitored and evaluated by automated technology as a way to make our lives more streamlined and efficient. By and large, this kind of technological interference is useful as it takes away the “human error” of decision-making and assessment.

It is also why AI evaluation software is being rapidly integrated into professional environments to appraise employee performance and gauge the strengths and weaknesses within a company’s workforce.

AI evaluation in the workplace can offer several advantages, but it also comes with challenges and considerations. Whether automated evaluations are a “good thing” depends on how the technology is implemented and the specific context in which it is used.

Here are some of the potential benefits and drawbacks of using AI for employee evaluation:

Advantages of AI evaluation

1. Personalized feedback

For better or worse, AI can know you better than you know yourself. Companies like Quantum Workplace develop AI software that evaluates employees’ strengths and skills and gives them personalized goals to help the company.

This kind of software also sees where employees are making mistakes, identifies where they need more training, and provides personalized recommendations for employee development.

In short: AI can help individuals understand their own strengths and weaknesses and offer suggestions for improvement.

2. Objective assessment

There is no ‘playing favorites’ when AI assesses an employee. It doesn’t care who you know or if your dad is the CEO. AI evaluates employees based on predefined criteria and data, rather than personal opinions.

This ensures consistency in evaluation across all employees as it applies the same standards to every worker, which can lead to fairer and more equitable assessments.

3. Data-driven insights

Data dashboards and reports are useful in seeing how employees are meeting goals. Interpreting that data quickly and accurately (with no human error!) is another matter.

One of the upsides of AI is that it can analyze a vast amount of data, enabling employers to gain valuable insights into performance trends and patterns. This data-driven approach can inform decision-making and improve workforce management.

4. Efficiency

When we think of performance reviews, we often think of six-month or annual reviews. That kind of frequency seems archaic when AI can keep a constant (automated) finger on the pulse of your organization’s performance.

Automation of the evaluation process can save time and resources for both managers and HR departments. It allows for more frequent evaluations, which can lead to better performance management.

5. Scalability

AI systems can scale to accommodate large organizations with many employees, providing consistent evaluations regardless of a company’s size.

Drawbacks and considerations

1. Lack of context

AI might know a lot about me, but it doesn’t always know what I’m going through.

Employees may be going through a hard time at home or juggling outside responsibilities that affect performance. AI may not fully understand the context of an employee’s work, including unique challenges and circumstances that may affect their performance. It may miss nuances that human supervisors can grasp.

2. Privacy concerns

Instrumental or intrusive? Collecting and analyzing employee data can raise privacy concerns. It’s essential to ensure that data is used ethically and in compliance with privacy regulations.

AI often gets a bad rap for being unnecessarily invasive as it combs through people’s data, habits, and lives.

Employees may feel uneasy or threatened by AI-driven evaluations, leading to resistance and distrust in the workplace. Clear communication and transparency are crucial in addressing these concerns.

3. Skill development

I learn new tasks quickly! I’m adaptable in new working environments!

But AI doesn’t know that. AI can assess performance based on predefined criteria, but it may not account for employees’ growth and skill development over time, particularly in roles that require adaptability and learning.

4. Bias in data

You know the saying: Bad data equals bad results. If you give AI software outdated data or misinterpreted data it may give information influenced by this bias.

AI evaluation: it’s how you use it

AI employee evaluation has the potential to be a valuable tool in the workplace when implemented carefully and ethically. It can provide objective, consistent, and data-driven insights into employee performance.

However, it’s essential to be aware of the limitations and challenges associated with AI, including potential bias and privacy concerns.

Striking a balance between AI and human judgment and maintaining open communication with employees is crucial to make AI-driven evaluations a “good thing” in the workplace.

John W. Mitchell, Ed.D., author of the upcoming book Fire Your Hiring Habits: Building an Environment that Attracts Top Talent in Today’s Workforce, is president and CEO of the global electronics industry’s trade organization, IPC.

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Doing due diligence on your legal compliance protects your business from costly legal disputes, and makes sure that your business is built on integrity and fairness.

It’s important, but it’s also arduous and time-consuming. It’s easy to feel overwhelmed and make mistakes, especially when you’re balancing legal compliance with your other HR tasks and staying up-to-date with regulations.

ChatGPT can make the cumbersome busywork of HR legal compliance much, much simpler.

Using ChatGPT to streamline your legal compliance for HR tasks like reviewing documents and creating your checklists gives you more time and bandwidth to focus on strategic HR initiatives.

This post will offer you ways you can use ChatGPT for your own HR legal compliance framework, and give some use cases and example prompts to show how useful it can be.

The role of ChatGPT in legal compliance

Do you have a mountain of legal documents you need to look over? ChatGPT can help summarize them for you.

Do your team members and other employees keep pestering you with the same questions over and over? ChatGPT can help make an FAQ page so they’ll finally leave you alone.

ChatGPT has a million-and-one applications for HR teams. You just need to know how to tell it what to do.

Keep in mind, however, that although ChatGPT is knowledgeable about a lot of things, including human resources, ChatGPT can’t replace a human. Not yet, anyway. Anything it gives you should be scrutinized by the judgment of an HR professional.

With that said, here are some ways you can use it to make your life a little easier.

1. Customization for HR tasks

One of the things that makes ChatGPT so useful is its adaptability. It can take on any role, any voice, or any virtually any task you assign to it.

For this reason, ChatGPT can be integrated into the workflows of nearly any HR department.

For example, ChatGPT can be trained to understand the jargon and legalese of regulations like GDPR and EEOC.

2. Efficiency and accuracy

You can use ChatGPT to finish compliance-related tasks much more quickly than you could on your own while reducing the risk of human error.

This is hugely useful for any tasks that require monotonous sifting through large amounts of data and records.

Addressing concerns about generative AI hallucination

Generative AI is a wonderful tool that is capable of amazing things, but the technology is still new and it has its flaws.

Occasionally, ChatGPT will give out information that is incorrect or nonsensical. This is known as AI hallucination. It tends to occur more commonly with information and output involving people, places, and specific facts.

Don’t worry though, there are safeguards you can put in place to protect yourself from this potential pitfall.

Measures to prevent hallucination

ChatGPT and generative AI can do a lot on their own, but they still require human oversight to be useful.

Someone on your HR team needs to review any output from ChatGPT before you implement it in your HR workflows. Make sure it’s accurate and follows up-to-date HR regulations before acting on it.

The importance of context

While ChatGPT is powerful, it cannot work in a void.

ChatGPT works best when given context. The more you give it, the more it has to work with. For legal compliance tasks, think of ChatGPT as a tool that helps you and your HR team, not replaces them.

Transparency and accountability

As AI technology continues to advance, distinguishing between human and AI-made content is going to become more important.

Any advice or content generated using AI should be carefully documented. That way, you can audit your processes accurately when you need to, and spot inconsistencies and inaccuracies as they arise.

Ongoing monitoring and updates

Generative AI technology is advancing at a parabolic rate, so quickly that it’s hard to keep up with.

Keep an eye on updates to ChatGPT and make sure that it stays a useful tool for your legal compliance tasks. Understand what’s going on with AI and how to make your life as an HR professional easier.

Step-by-step guide to implementing ChatGPT for legal compliance

Now that we’ve covered some of the things that can go wrong, let’s get to the fun stuff – how ChatGPT can make life easier for you when you’re doing legal compliance tasks.

Automated compliance training

One of the most useful ways ChatGPT can help you is by training your HR team with compliance training modules.

No more glazed eyes and blank expressions as you go through stale and dry PowerPoint presentations. ChatGPT can help make compliance training into an interactive and engaging experience that your HR team will learn from.

1. Identify the compliance topics: First, identify the compliance topics you need to cover during training. That can include GDPR rules on data protection or EEOC on equal employment
2. Develop a script: Once you’ve identified what you want to cover, make a script for the AI chatbot. This will be the pillar of your training module.
3. Implement using ChatGPT: Use the script you made as an input to bring the AI chatbot to life. The platform is very easy to use, so this part should be simple.
4. Test with a small group: Try out the new legal compliance training process with a small group. Get some initial feedback and make tweaks and adjustments where you need to
5. Roll out to the entire organization: Once testing stages are successful and you’re sure the training is accurate and efficient, roll them out to the whole company

Automated compliance training example prompts

1. Generate a script for a GDPR compliance training chatbot

This prompt will help you create a conversational script for a chatbot focused on GDPR compliance training. The chatbot can guide employees through the key aspects of GDPR, answer their questions, and even quiz them on their understanding.

2. Create a quiz on EEOC regulations for the training module

Use this prompt to generate a quiz that tests employees’ knowledge of Equal Employment Opportunity Commission (EEOC) regulations. The quiz can be integrated into your existing training modules to ensure that your team is well-versed in EEOC guidelines.

Document review

One of the things that ChatGPT and other AI tools can do really well is to process and summarize large amounts of information quickly. It’s like having a supercomputer that can talk back to you.

This can be a huge asset to you when you have a mountain of legal documents you have to process and sort out quickly.

1. Upload the document: Upload the document you want to review to a secure location. That way, the information stays confidential
2. Use ChatGPT to summarize: Once the document has been safely uploaded, ChatGPT can read and summarize it. The AI will sift through all the legalese and give you a concise summary, as well as flag any potential compliance issues
3. Review the summary: Take a moment to review the summary. Is anything out of place? Or does your gut tell you anything is missing? This is the time to identify any further compliance issues that need your attention

Document review example prompts

1. Summarize this employee handbook for compliance issues

ChatGPT will read through the handbook and provide a summary that highlights areas requiring attention.

2. Review this contract for GDPR compliance

ChatGPT will scan the contract and flag any clauses or terms that may not be GDPR-compliant.

Compliance checklist generator

If your legal compliance training and your document review steer the ship and keep it sailing, then your compliance checklists are your compass.

Having ChatGPT make your legal compliance checklists can help you stay on track and make sure that nothing slips.

Your legal compliance checklists help you keep track of what needs to be done, how, and when. Using ChatGPT, you can create customized compliance checklists that are suited to the needs of your company.

1. Identify the compliance areas: Identify all the areas in your organization that have a process that needs a compliance checklist in the first place. This can be anything from onboarding new hires to internal audits
2. Use ChatGPT to generate the checklists: Once you know what those are, use ChatGPT to make the checklists themselves. Give it your requirements and away you go. You’ll have a usable checklist within minutes.
3. Review and distribute the checklists: Give them a once-over for completeness and accuracy. Then, pass your checklists around to the departments or individuals that need to implement them.

Compliance checklist generator example prompts

1. Generate a GDPR compliance checklist for new hires

Use this prompt to create a comprehensive checklist that outlines all the GDPR compliance steps new hires need to take. This can include everything from data handling to consent forms, ensuring a smooth onboarding process.

2. Create a compliance audit checklist

ChatGPT will help you generate a checklist designed for internal or external compliance audits. It will cover various aspects of compliance, from legal requirements to company policies, providing a structured way to assess your organization’s compliance status.

Data privacy compliance

Data privacy is a sensitive and delicate issue in HR legal compliance and there’s a lot that can go wrong.

While ChatGPT is not a legal expert, it can still serve as a useful starting point when you create your own internal documentation for data privacy. If nothing else, it could save you hours of time you would otherwise spend pouring through GDPR guidelines and making meticulous HR audit checklists from scratch.

Steps

1. Identify the data: First, point out what data within your organization is required to stay compliant (e.g. employee records)
2. Use ChatGPT to generate a data privacy policy: Once you know what needs to be done, use ChatGPT to make your data privacy policy. That will serve as your company’s playbook for data-handling
3. Implement and distribute the policy: Now you have your data privacy policy, so it’s time to spread it around. Make sure it’s distributed to all of the relevant departments at your company

Data privacy compliance example prompts

1. Draft a data privacy policy compliant with GDPR

Use this prompt to have ChatGPT help you draft a comprehensive data privacy policy that aligns with GDPR regulations.

2. Create a checklist for data privacy compliance

For a more hands-on approach, use this prompt to generate a checklist that outlines the steps needed for data privacy compliance.

ChatGPT-assisted legal compliance: the right side of the law

Remember that ChatGPT isn’t a lawyer and it can’t give you legal advice, and anything it gives you needs to be reviewed by an HR expert before you put it to use. That said, it can still save you a mountain of busy work and make your legal compliance audits and processes run smoother than ever.

Legal compliance is just one of the ways ChatGPT can make your day-to-day easier and better as an HR professional. Check out these ChatGPT resources and explore more ways they can help you.

The post ChatGPT for legal compliance: a step-by-step tutorial appeared first on Recruiting Resources: How to Recruit and Hire Better.

AI is becoming a part of our professional lives, but what happens in hiring? What happens when candidates utilize AI tools to apply for a job and another AI tool will conduct the first screening?

To discuss this, David Näsström, co-founder of the reference checking platform Refapp, and Emira Blomberg, Refapp’s CSO, sat with Workable CEO Nikos Moraitakis and Hung Lee, curator at Recruiting Brainfood, in a webinar titled Hiring for Potential: When AI is screened by AI, then what? on October 25, 2023.

A quick side thought: the best-case scenario is that AI optimizes the process for both employer and candidate. Worst-case scenario may be the recruitment version of the old Stephen Wright joke about putting a humidifier and dehumidifier in the same room and letting them fight it out.

Jokes aside – here are the key takeaways to put you in the discussion.

1. Both employers and candidates are using AI tools

Recent surveys have shown that generative AI is being used by both candidates and companies in the hiring journey.

This situation has implications on both ends of the hiring spectrum, questioning whether the overlap of AI in both applying and screening processes will lead to better recruitment decisions or merely speed up the hiring process without improvement in quality.

“AI screening can analyze information so quickly. AI can screen hundreds of resumes in a matter of minutes searching for relevant experience or other useful qualities. Recruiters can identify candidates faster,” Emira states.

There’s a predicted surge in applications as candidates leverage AI to perfect and automate their applications. This can dilute the significance of known personality indicators making it harder for recruiters to identify authentic candidates in a vast pool of applicants.

“Candidates are given all kinds of tools in order to boost their own application process, like for example, ChatGPT with the cover letters, with the resumes,” says Emira. “So it is a really weird scenario that we end up with AI, screening AI, and I’m really conscious [in asking]: ‘Will this lead to better recruitment decisions?’”

This raises the possibility of needing AI-to-AI interactions to counteract this deluge or rethinking recruiting processes.

“I think what we also must focus on not just [trying] to shorten time to hire, because that’s not the KPI to rule them all. That’s one KPI, right?”, says David.

There’s also a highlighted difference in motivation between recruiters and job seekers to adopt AI, with job seekers being much more incentivized to use every tool available.

“We’re still at the very early stage of this. And with every new technology, initially you have the technology and you have people using the new tool to do what they were doing before.” adds Nikos.

2. A return to ‘real human’ interaction

The potential for AI to mimic human-like behavior and tasks, such as language translation, prompts a departure from traditional values in recruitment.

However, it should not be surprising if in-person interviews return due to trust issues and a potential re-evaluation of what matters in recruitment.

“The trust factor is going to be eroded with the ubiquitous use of AI. If we are still in the business of hiring people for growing a team, for instance, and we care about that, then yeah, we can see that the analog processes come back in.” Hung says.

“The trust factor is going to be eroded with the ubiquitous use of AI.”

While AI can handle much of the recruitment groundwork, human-to-human interactions may become a premium, valued experience especially for specific roles where soft skills play a huge part.

Nikos brings up the example of plastic, which was perceived as an invention that would end craftsmanship, but it didn’t:

“Maybe the recruiting process is going to change to be a process that is a lot more software, a lot more automation, a lot more filtering and getting machines are going to battle it out until we get to the point where we talk.”

In short, there remain many blurry lines in how AI in hiring will evolve even in a year from now.

3. The impact of AI is sometimes overestimated

Despite the advances in AI, maintaining a personal touch in the recruitment process remains crucial. Relying solely on AI could diminish the candidate experience. That is because this technology is still new to many of us.

Plus, the pace and impact of AI in hiring are sometimes underestimated or overestimated.

“You feel that, for the first time, you are witnessing something that is going to be unstoppable. But, like all technologies, it is also going to follow the same cycle of adoption. This is not about the AI itself, but rather about the way we purchase software, use it, incorporate it into our processes, lives, habits, and all the other good stuff,” says Nikos.

Emira shares a quote from Roy Charles Amara: “We tend to overestimate the effect of technology in the short run and underestimate the effect in the long run.”

“We tend to overestimate the effect of technology in the short run and underestimate the effect in the long run.”

On the other hand, Hung believes that there is a lack of analysis: “When you’re looking at technology innovation, oftentimes we mistake analogy for analysis.”

But what does it mean for candidates?

“What’s going to happen in the short term is that we’re [going to] start getting weaker and weaker signals from some parts of the process so we’re going to have to pay more attention to other parts of the process,” David says.

4. AI needs to be the enabler for human touch

We borrowed this phrase from a chat comment that better suits this takeaway. There’s a call for AI to be an enabler of better human interaction rather than a barrier.

While AI can handle the efficiency side of recruitment, the human touch is essential for providing experience, value, and ethics, often overlooked or undervalued in the current recruiting process.

“We always valued efficiency more than the human touch. Maybe here’s an opportunity, because AI may be able to basically take care of the efficiency, and the human touch comes in order to provide the experience, the value, the ethics, perhaps that have been missing from recruiting. So, I think there is an optimistic vision of how this ends up.”, Hung says.

“We always valued efficiency more than the human touch.”

“What are we supposed to think about when we actually implement AI? In our processes, these kinds of philosophical questions are untouchable by AI, because it’s human, right? And those are the discussions that we are not having. And that makes me feel super stressed out, because these are the discussions that we should be having,” Emira says.

However, there’s a cautionary note that recruiters must advocate for the value of this human touch, or the industry might get swayed entirely by the allure of efficiency brought by AI.

On the contrary, a solely tech-driven approach might lose sight of the personal, “human” side of hiring.

“I keep reminding myself that these things usually take enough time that we can adapt because they adapt with us. When we see a technology, we assume that everyone is going to instantly be motivated to use it in the best way like they did,” Nikos says.

“These things usually take enough time that we can adapt because they adapt with us.”

The outcome

Wrapping up on the takeaways, it’s clear that technology can’t replace the unique human connection in hiring. While there’s a hype around AI, it’s essential not to overestimate its impact.

For HR professionals, the challenge is guiding AI’s role so it supports, not supplants, the traditional recruitment process. Let’s view AI as a tool in our toolkit, not the sole game-changer.

After all, it’s not going to kill us like the T-1000. Hopefully.

The post What happens when AI screens AI? 4 insights from experts appeared first on Recruiting Resources: How to Recruit and Hire Better.

However, as organizations seek skilled employees to assist their organizations in properly incorporating AI tools into their operating environments, the types of skills and employees needed are broader than one might think. AI is not a single monolith.

There are many tools, categories, and branches of AI which an organization can leverage to solve problems.

As a result, understanding the job to be done and the types of AI tools that exist is an essential prerequisite to help organizations identify the right skills they may need to support their goals.

In fact, a recent survey on AI in the workplace and higher education indicated that understanding the nuances and different capabilities around AI is an opportunity area.

There are several different skill areas that organizations can look into on a global basis that will help staff their teams to support the wave of advancements that companies can benefit from with the AI boom. Let’s look at those now.

1. Data science and programming

Two almost universal skill areas that organizations need to invest in if they want to leverage AI capabilities are in data science and programming, and foundationally these skill areas come from having good mathematical backgrounds.

Data science skills

Ultimately, the majority of AI models are consuming and responding to data in some way shape or form. The stimuli, data format and consumption pattern of the AI model may differ, but the output of AI decisions and responses depend on data.

Individuals skilled in data science, and the principles behind it, are essential to identifying and implementing the right kinds of methods to solve organizational problems using AI.

Programming skills

Equally important are individuals that are skilled in programming languages that support AI such as Python, Julia, and R. To build tools suited to solving the problems organizations have, there is a need for skilled programmers to build and enhance these tools to be aligned to the organization’s goals and consumer’s needs.

Although several off the shelf AI tools and programs can potentially be incorporated into an organization’s infrastructure through application programming interfaces (APIs), many organizations find having talented in-house programmers remains important to customize output and results to match organizational needs.

As organizations specify the type of AI branch or approach they want to lean on to solve their problems, this may require the organization to specify the types of specializations they want their data science and programming talent to be versed in (i.e. machine learning, neural networks, pattern recognition, etc.), but the general need for data science and programming resources will be consistent.

2. UX/UI and front-end developers

Data science and programming resources are essential in creating working AI tools and algorithms that help solve the problems an organization may have, but they are only one part of the equation of getting these tools in the hands of employees or customers to achieve their intended results.

To do this organizations need skilled employees that are well versed in UI/UX design and front-end developers that can bring these designs to life.

UX/UI design skills

Although it may be a benefit to have UX/UI designers that understand coding and programming in some organizations, this is not essential when searching for skilled UX/UI designers.

Additionally, when looking for the best UX/UI resources to support the implementation of AI into your customer or employee-facing tools it is also important to recognize the difference between UX (product effectiveness to solve the job to be done) and UI (product aesthetics to guide digital user behaviors) skills as both are needed to create the most effective synergy between AI tool and intended user outcome.

Front-end developer skills

To get the designs of UX/UI resources into the hands of users it is important to have front-end developers. In a sense, the data scientists and programmers that create the AI models and tools could be considered the back-end development team.

Front-end developers, on the other hand, are experts in using web applications or similar tools to bring the design principles and back-end AI code into a format that works for general-user consumption.

Although both of these roles and skill set areas may not get as much focus as compared to AI programming and data science roles, they will be an essential part of incorporating AI tools and products effectively into the customer experience. This could influence adoption rates and product sustainability long term.

3. Skills to support adoption and effectiveness of AI tools

Two things that stand out concerning AI are:

1. The goal of AI is to use tools to replicate human-like behavior and thoughts
2. AI represents a large change for how we will approach work and tasks in the future

With these concepts in mind, it shouldn’t be surprising that skills in these areas are also helpful to organizations that are looking to leverage AI into their infrastructure.

Given that AI tries to replicate components of the human experience, individuals that are balanced in critical thinking, verbal, linguistic, and problem-solving skills are needed. In fact, some organizations are specifically looking for individuals that have strong writing skills and experience interacting with AI tools to support their organizational efforts.

Organizations should keep a keen eye out for those who understand human behavior and can interact with AI tools effectively, as skills in these areas can assess the value and/or get the most out of AI applications.

Change and adaptability skills

The incorporation of AI into our lives and the workplace also represents a big change for many, and there is some trepidation around this. To offset these fears organizations may also seek talent that is well-versed in change management principles.

The best fusion of AI into the job environment is to use it to unlock the talent of our human capital to focus more on complex and engaging tasks for them and leveraging AI as a peer that can remove roadblocks from reaching this state by having AI run through time-consuming or staid activities.

Experts in change management can help organizational cultures pivot to an adoptive rather than adversarial stance with the implementation of AI and so resources in this area should be considered.

Skills in critical thinking, linguistic, and change management areas may not be top of mind for many employers as they seek to leverage AI into their companies; however, organizations that look at skills that go beyond the functional aspects of just building AI protocols and algorithms may find they have a competitive advantage over others.

AI-relevant skills will continue to evolve

The conversation around the impact and level of disruption that AI will cause continues to evolve, but if there is one absolute truth about AI, it is this: AI will change the way we work and how much time we spend on certain functions over others.

Because of this, the modern organization needs to prepare for these changes by looking at skill-set needs on a holistic basis that focuses on implementing AI, but also critically, on the responsible use and adoption of these tools to meet organizational goals and results to improve productivity and products.

Marc Booker, Ph.D., is Vice Provost of Strategy at the University of Phoenix. 

The post AI skills in the workplace: what hiring teams should look for now appeared first on Recruiting Resources: How to Recruit and Hire Better.

Dive in and start building the perfect blueprint tailored to your unique challenges – your future star performers will thank you.

Related: Build a high-performing sales team: your comprehensive guide

Let’s start with common sales team organization structures and org charts for each:

1. Functional sales team structure

A software company has a sales team that is divided into three main functions: lead generation, account executives, and customer success.

The lead generation team is responsible for finding and qualifying potential customers, the account executives are responsible for closing deals, and the customer success team is responsible for onboarding and retaining customers.

2. Geographic sales team structure

A multinational pharmaceutical company has divided its sales team based on geographic regions: North America, Europe, Asia, and Latin America.

Each regional team is responsible for all sales activities within its assigned region, allowing them to cater to the specific needs and regulations of their respective markets.

3. Market-based sales team structure

A financial services company has different sales teams for each of its market segments: individual investors, small businesses, and institutional clients.

Each team understands the unique needs and challenges of its specific market segment.

4. Product sales team structure

A large tech company with multiple product lines, such as laptops, smartphones, and software services, has separate sales teams for each product line.

Each team specializes in understanding and selling its specific product.

5. Hybrid sales team structure

A large consumer goods company uses a hybrid structure. It has a geographic structure for its field sales team, with different teams responsible for different regions.

It also has a product-based structure for its inside sales team, with different teams specializing in different product categories.

6. Account-based sales team structure

A B2B software company that sells high-value enterprise solutions has an account-based sales structure.

Each sales team is assigned a set of key accounts that they are responsible for managing and growing.

7. Channel sales team structure

A manufacturing company sells its products through a network of distributors and retailers.

It has a channel sales team that is responsible for managing these partner relationships, providing them with product training, and supporting their sales efforts.

8. Customer success sales team structure

A SaaS company has a sales team that focuses on acquiring new customers and a customer success team that focuses on retaining and growing existing accounts.

The sales team works on bringing in new business, while the customer success team ensures that existing customers are satisfied and identifies opportunities for upselling or cross-selling.

Different team building plans to think about

Regardless of which organizational structure you follow above, there will be different scenarios for you to consider when building your sales team. Some of these are longer-term, others are quick and nearly off-the-cuff.

Related: Build a sales team with ChatGPT – with prompt examples

Let’s start with a potential scenario, variables to consider, and what the sales team organizational structure might include for each of these. Consider bundling one or more of the following scenarios into your overall sales team structure to align your sales system with overall business strategies.

Scenario 1: you are just getting started

Variables:

• Limited resources
• Small customer base
• Need to establish market presence

Organizational structure:

• Startup sales lead: Multi-tasker who handles account management and some admin tasks
• Generalist sales reps: Team members who handle everything from lead generation to closing deals
• Customer success associate: Focuses on onboarding and retaining the initial customer base

Scenario 2: you have landed a new funding round and you’re looking to grow

Variables:

• Sudden influx of resources
• Aggressive expansion plans
• High growth targets.

Organizational structure:

• Growth manager: Specializes in scaling businesses and managing large teams
• Recruitment specialist: Fast-tracks hiring of new team members
• Sales reps by tier: Separated into junior and senior reps, each focusing on different customer segments
• Sales analyst: Uses data analytics to optimize sales strategies

Scenario 3: you’ve got a new product in place and you’re looking to push it

Variables:

• Newly launched product
• Need for market adoption
• Focus on product-specific sales

Organizational structure:

• Product sales manager: Specializes in the new product and its market positioning
• Product evangelists: Focus on storytelling and explaining the product’s USP
• Cross-selling sales reps: Leveraging existing customer base to introduce the new product
• Technical support: On-call for product-specific inquiries and demonstrations

Scenario 4: you’re facing high attrition rates

Variables:

• High turnover
• Low morale
• Dissatisfied employees

Organizational structure:

• Team lead: Responsible for morale and personal development
• Retention specialist: Focused on employee engagement
• Sales reps: Generalists with rotation across different accounts to prevent burnout

Scenario 5: you’re transitioning to remote work

Variables:

• Remote work
• Need for smoother communication
• Need for streamlined coordination

Organizational structure:

• Remote team manager: Oversees remote operations
• Communication liaison: Ensures effective communication and project tracking
• Sales reps: Allocated to regions/time zones for customer convenience

Scenario 6: you’re entering a new market

Variables:

• Unknown market dynamics and consumer behavior

Organizational structure:

• Market specialist: Expert in the new market’s nuances
• Cultural advisor: Provides cultural training and guidance
• Localized sales reps: Hired from the local market for authentic engagement

Scenario 7: you have a seasonal business

Variables:

• Fluctuating sales depending on the season or time of year

Organizational structure:

• Seasonal team lead: Oversees seasonal hires and operations
• Stock analyst: Focuses on inventory and demand prediction
• Temporary sales reps: Hired for peak season, focus on short-term goals

Scenario 8: you’re facing stiff competition

Variables:

• Increased competition affecting sales and market share
• Sudden ascent of a new presence in the marketplace

Organizational structure:

• Strategy lead: Focuses on competitive tactics and market analysis
• Product evangelist: Specializes in the USP and brand storytelling
• Sales reps: Special training in negotiation and advanced selling techniques

Time to start building

Building a sales team isn’t a one-size-fits-all endeavor. Depending on your company’s unique circumstances, goals, and challenges, your organizational structure should adapt and evolve.

Whether you’re just breaking ground, scaling rapidly with new funding, launching a product, or grappling with issues like high attrition and remote work, the right setup can be a game-changer. It aligns your resources and focuses your efforts, serving as the backbone of your sales strategy.

Remember, an effective sales team is not just about the number of people but about putting the right people in the right roles. These eight scenarios offer a versatile blueprint for assembling a sales team that’s not just built for the present, but also adaptable for the future.

The post 8 sales team structure models – plus scenarios to build them out appeared first on Recruiting Resources: How to Recruit and Hire Better.

The executive embodies the visionary, the manager, and the technical specialist – the three personalities that are needed for a business to succeed.

They’re central to the functioning and future success of your business. Executives are hired and fired based on the revenue they bring to the organization.

That’s why when a new executive joins your core leadership team – be it a CMO, a CFO, or a COO – effective executive onboarding is a must-have strategic necessity, even more so than normal onboarding.

Related: CEO vs. COO: What’s the difference? and CEO vs. CFO: What’s the difference?

Traditional onboarding methods often miss the mark when it comes to getting new executives up to speed. They’re time-consuming. They’re tedious. They lack a personal touch. They’re inefficient.

Here, ChatGPT can be a transformative tool for modernizing your executive onboarding and positioning your business for future success.

Let’s dive into how a ChatGPT-guided executive onboarding process differs from traditional methods, and offer a step-by-step guide on how you can use ChatGPT in your executive onboarding plan.

Traditional vs. ChatGPT-enabled executive onboarding

ChatGPT and AI tools have their own limitations, but their benefits far surpass those of more traditional methods of onboarding.

With ChatGPT’s help, executives can frame their decisions, explore possibilities, and think of alternatives they may have missed otherwise. A recent article by Harvard Business Review explored how ChatGPT can help executives make better decisions.

Forward-thinking executives and business leaders embrace new ways of doing things and then adapt them if they improve on the old methods.

An onboarding plan made with ChatGPT improves on more conventional onboarding methods in several ways:

1. Increased efficiency

ChatGPT can streamline your executive onboarding plan and free up valuable time for your HR team.

Traditional onboarding involves a mountain of paperwork and often grueling manual effort, a waste of your HR team’s resources.
The traditional method is also much more prone to human error and subjective bias.

2. Personalization

ChatGPT can create a personalized onboarding experience tailored to each executive’s needs and role – like a personalized concierge or onboarding assistant you only have to pay $20 a month.

In contrast, traditional onboarding fits all of your new executives in a box. It gives your bright and promising new executive talent a more generic and less engaging experience.

3. Scalability

Using ChatGPT for executive onboarding is much more scalable, and is easy to implement whether you’re onboarding one executive or 10.

Having multiple executives join the team at the same time – such as what might happen if your business is in a more advanced stage of growth – just isn’t something that traditional onboarding methods can deal with very well. It can make it hard to give all of them the individual guidance and attention they need. That’s a one-way ticket to stretching your HR team thin.

How to use ChatGPT for executive onboarding

When a new executive takes the helm, they need to get brought up to speed fast and learn everything they need to know about what’s what, who’s who, and how things get done.

This is a problem with slower and less efficient traditional onboarding methods, which can often leave gaps that make the new executives have to take shots in the dark. A 2020 workplace learning report from LinkedIn showed that 49% of learners don’t have time to learn at work.

Let’s look at some of the ways you can use ChatGPT to expedite this process and bring your new leadership into the fold.

1. Drafting an offer letter

The offer letter is usually the first official document your new executive receives from your company. It sets the tone of their entire experience working together with you, be it months, years, or decades.

This isn’t a problem with ChatGPT, which can automate the drafting process and create a customized offer letter that aligns with your company’s policies and the specific role they’ll be entering into.

Example prompt: “Please generate an offer letter for a Chief Marketing Officer with a starting salary of $200,000.”

Note that you may have to input a few specific, necessary details, like the position, salary, and benefits. Give ChatGPT that input, and let it take care of the rest.

Example prompt: “Please generate an offer letter for a Chief Marketing Officer with a starting salary of $200,000, including the following benefits: comprehensive health insurance, 401(k) with 5% company match, 20% performance bonus, stock options, 25 vacation days, $5,000 for professional development, $10,000 for relocation, and $100 monthly for wellness.”

2. Creating a mentorship program

Mentorship isn’t just for entry-level rank-and-file employees.

New executives might need a mentor who’s been with the team for longer when they’re first starting – at least while they’re finding their feet and learning the lay of the land.

Where ChatGPT can be an asset in this regard is in creating your mentorship program, in such a way that provides the new executive with guidance, resources, and support they’ll need to succeed in their new position.

Example prompt: ”Suggest a mentorship program outline for a new Chief Technology Officer.”

3. Training executives on leadership

Leadership training equips your new executives with the skills and knowledge they need to lead your team effectively and further your company’s strategic goals.

ChatGPT can create personalized leadership training programs after analyzing the executive’s role, career goals, and the company’s strategic objectives.

That way, the leadership training stays relevant but also directly aligned with your company’s business objectives.

Example prompt: “Create a 90-day leadership training plan for a new CFO, whose career goals include streamlining financial operations and leading an IPO. The company aims to achieve 20% YoY revenue growth, expand into new international markets, and reduce its carbon footprint.”

You can also give them additional resources and pathways for further learning while you’re at it.

Example prompt: “What are some leadership books and resources suitable for this new position?”

4. Create a strategic alignment plan

Your strategic alignment is the compass that your new executive uses to make sure the ship is on course and headed in the right direction.

Give ChatGPT data like the executive’s role, career goals, and the company’s strategic objectives, and it can make a comprehensive strategic alignment plan that outlines how the executive can help the company achieve those goals.

Example prompt: “Draft a strategic alignment plan for a new Vice President of Sales whose responsibilities include overseeing the sales team, setting quarterly targets, and building client relationships. The company aims to increase market share by 15%, launch two new products, and improve customer satisfaction rates.”

You can also give them some KPIs to use as benchmarks for their success. A prompt you can follow up with may be:

Example prompt: “List key performance indicators for this position.”

5. Building networks

If you want to build a million-dollar business, you need to shake 10 million hands.

In the realms of entrepreneurship in business, who you know is often more important than what you know. Networking is key for savvy executives who want to build professional connections – both in and out of your organization – that add value to the team.

Here, ChatGPT can be useful for:

Internal networking

Identifying key departments and teams that the executive can connect with.

Example prompt: “List internal teams that a new General Manager should meet in the first month at a SaaS company focused on HR solutions.”

External networking

Web-enabled ChatGPT-4 (using plugins such as VoxScript and Wolfram) can recommend industry events and conferences where the executive can meet potential partners or clients.

Example prompt: “Suggest networking events for a new Chief Human Resources Officer.”

6. Performance tracking

After a few months have gone by, at some point it’ll be time to sit down with the new executive and have a chat about how things are going.

You, the executive, and maybe one or two other members of the leadership team will sit down together at a conference table or a Zoom call to measure the executive’s success against the KPIs outlined in previous stages of the executive onboarding process.

You can use ChatGPT to simplify this process by making your generating performance review templates for the new executive’s role.

Let’s say you need a list of customized KPIs. You could have ChatGPT generate the list of KPIs for you based on the executive’s role and the company’s objectives.

Example prompt: “Generate KPIs for a Chief Financial Officer focused on cost reduction and revenue growth.”

Then, once you have those KPIs, you can use them to track the executive’s performance during their quarterly review.

Example prompt: “Create a performance review template for a new Chief Financial Officer.”

7. Compliance and legal training

Ambition, vision, and motivation are all well and good. However, they need to be kept in check by a strong integrity so that the company stays on the right side of the law, and stays committed to doing the right thing.

The consequences of violating industry violations and upholding contractual obligations can be severe – even brutal – but what kind of executive has the time to sift through piles of legal documents?

ChatGPT can create your compliance checklists and review legal documents for your executive. The executive can then use these briefs to make sure your organization is legally compliant.

In the long run, this can save the executive much of their valuable time, and minimize the likelihood of causing expensive legal errors.

Example prompt: “Create a compliance checklist for a new executive in the healthcare industry.”

ChatGPT can also give you advice on legal documents to review before the new executive starts their new role, based on their industry.

It’s important to know though that ChatGPT is not a legal expert, and only serves as a place to start. You’ll want to have any templates it creates reviewed by professional legal counsel to ensure it’s accurate and in line with your industry’s regulations.

Example prompt: “Generate a list of legal documents a new executive in a fintech startup needs to review.”

Use ChatGPT to get your best and brightest up to speed

Integrating ChatGPT into your executive onboarding process can address the limitations of traditional onboarding methods. It just doesn’t help you onboard new executives faster, it helps you do it smarter, more effectively, and more strategically.

Build ChatGPT into your onboarding plan for executives together with Workable’s onboarding tools, and create a bigger, brighter, better leadership team.

For more ways you can use ChatGPT in your HR processes, check out our series of ChatGPT tutorials.

The post ChatGPT for executive onboarding: hiring the big shots appeared first on Recruiting Resources: How to Recruit and Hire Better.

This month, we have a look at the three metrics again with this in mind, and bring some fresh insights to the table. Ready? Let’s get started!

How we’re looking at data

We’ve adopted two methodologies in how we look at the Hiring Pulse dataset. For Time to Fill and Candidates per Hire, we’re measuring each month using the average of 2019, the last “normal” year, as a baseline index of 100.

For job openings, we’re taking a different route – simply, the average number of job postings per company. This gives us the opportunity to gauge overall recruitment activity and whether that’s going up or down.
Want a more detailed methodology? Jump to the end and check it out.

As always, we look at the worldwide trends for three common SMB hiring metrics:

• Time to Fill (TTF)
• Total Job Openings (JO)
• Candidates per Hire (CPH)

Let’s start analyzing!

Main highlights

The three main highlights for this month’s Hiring Pulse are:

• We’re in a “new normal” when it comes to Time to Fill and Candidates per Hire
• Technology may be a huge factor in both
• Seasonal and sectoral hiring are potentially impacting job opening trends

1. Time to Fill

For this report, Workable defines “Time to Fill” as the number of days from when a new job is opened to when that job opening is filled. It’s important to understand that definition: jobs that are still open as of the end of August are not included in this graph as they don’t yet have an “end date”. Only the jobs that are filled are included here.

Quick clarification, because people are asking: the data in this chart shows the trendline against the 2019 average as an index of 100, not the actual number of days in TTF.

Got that? Good. Let’s have a look at the monthly TTF trend through to the end of August against the average of 2019, based on jobs that have been filled:

In short: the time it’s taking employers to fill open roles is still at a historically lower point. Sure, it took a relatively dramatic jump from May’s 80.5 to June’s 84.4, but it’s coming down again.

In last month’s Hiring Pulse, we noted how the TTF trend seems to be stabilizing when compared with previous years – this is still happening. What’s interesting is that the stabilization is happening at a much lower level. Cliche alert: this may be the new normal in hiring.

In short, while the undulations of the TTF trend are normal, the actual trend itself is much lower than years past. Two thoughts happening here: first, there are far more candidates than ever before meaning it’s easier to find the ideal candidate for a job.

Second, the added bandwidth due to the deluge of candidates is easier to manage because HR professionals and hiring teams are using software to optimize their processes (yes, that’s a cheap plug for Workable!).

Now, are we seeing the same trend in job openings? Let’s have a look.

2. Total Job Openings

Total job openings represent the total number of job openings activated across the entire Workable network.

As stated above, we’re displaying this as an average of job postings per company in the network. And because this is not contingent on job opened/filled dates like TTF and Candidates per Hire, we can simply look at the raw job open numbers up to the end of August.

Last month, we pointed out a surprising drop in job postings across all companies from June’s 7.6 to July’s 7.1, which turns out to be anomalous when compared with previous Junes and Julys.

July to August this year is a little different – rising from 7.1 new job postings per company in July to 7.4 in August. In 2022, the change was just an increase of .1 of one job, and in 2021, it was a drop of .2.

But when we look at the size buckets, the differences start to stand out. Companies with 200 or more full-time employees (FTEs) posted 17.4 jobs in August on average, up from July’s 16.9. Small businesses (50 or fewer FTEs) also saw growth – from 5.4 to 5.6.

The big story this time is in the mid-sized businesses (51-200 FTEs). Averages in this size bucket went from 5.0 in July to 5.8 in August – moving it higher than the average for small businesses for the first time since May.

There are two stories here:

First, this jump in general which marks nearly a full new job per mid-sized business in August.

And second, that companies with 51-200 FTEs were hiring less than their smaller cousins for three months in a row from May to July.

Why? One theory is that it’s seasonal. June, July, and August are traditionally big-travel seasons and that puts a lot of pressure on a hospitality sector that’s already struggling to fill gaps in their teams. The triple-whammy of surging tourism numbers after COVID, the Great Resignation (which hit restaurants hard), and of course the traditional tourist season all lead to an increase in demand for short-term workers ahead of time.

Perhaps it’s not so much that medium-sized businesses slowed their hiring – it’s more that small businesses increased theirs. According to BLS, the leisure and hospitality sector has gained an average of 61,000 jobs per month over the prior 12 months ending in August 2023, making it one of the fastest-growing sectors in terms of hiring in the United States. And that sector has many small businesses.

Now, let’s look at the Candidates per Hire trend.

3. Candidates per Hire

Workable defines the number of candidates per hire (CPH) as, succinctly, the number of applicants for a job up to the point of that job being filled. Again, remember, this is a trendline using the 2019 CPH average as a baseline of 100, not the actual number of candidates per hire.

Now that Let’s look at what’s going on here through August:

What we said above about a “new normal in hiring”? This is another example of it. The highest the CPH trend ever reached in our dataset before 2023 was in October 2020, when the index reached 140.3. That was also the only time it had reached more than 140 – in other words, 40% higher than the monthly average for 2019.

Now? It’s gone upwards of 140 for five straight months – and above 170 for the last three months. It’s got to come down to earth at some point once the job market stabilizes, but what interests us is that job openings aren’t coming down at all during the course of 2023. You’d think there would be a direct correlation between fewer job openings and more candidates per jobs – but not here.

This is likely a fallout of the Great Resignation. Many people dumped their jobs over the last couple of years to the tune of more than 4 million quits every single month from June 2021 to December 2022 – and that number is steadily falling throughout 2023 reaching 3.55 million quits for July, the lowest for a single month in the United States since before the pandemic. And in pre-COVID times, 3.5 million quits was pretty normal for a given month.

All these people who left their jobs and not moving on to new ones – some of them launched freelance careers, others started their own business, and others still just took off to a cabin in Maine to live the rest of their lives in solitude. And – we mentioned this last month as well – it’s either not working out so well for them, or they miss the old daily grind and the social life that can come with an interesting day-to-day job. So, back to the job hunt they go.

Combine this with the increase in layoffs this year (482K layoffs from January to July compared with one-third of that in the same period in 2022), and you have a situation where there are many more candidates looking for jobs. Hence, the rise in the CPH trend.

What’s going on here?

Whatever your experience may be in terms of hiring, you’ve got one thing at the top of your mind: find the absolute perfect candidate for the role. Yes, it’s nice to have a growing candidate pool because it means you have the pick of the crop – but is that necessarily the case? Just because you’re now getting 120 applications for a job compared with 80 for the same job last year doesn’t mean you now have 30 ideal candidates this year compared with 20 last year.

When you have a growing pool of candidates, you run the risk of saturation. There’s also desperation – on the side of candidates. There are those who are returning to work after an extended period of time, and there are those quickly trying to land on their feet after losing their job in an unfortunate reorg at their previous company.

We made a side reference to HR technology up there and how it’s helping hiring teams better manage the recruitment pipeline and that’s speeding up the process to a filled job.

Well, technology does cut both ways – candidates also have the benefits of HR technology and now have one-click-apply and resume parsing options when applying for jobs.

Add AI to the mix; candidates can just plug their resume *and* the job description into ChatGPT or Claude and tell it to create the perfect cover letter for that specific job. The AI will even calibrate the resume so it best fits the opportunity.

So, as it becomes easier to go through hundreds of resumes a day, it also becomes harder, because the applications are becoming more plentiful and sophisticated all the time. It reminds one of the old Stephen Wright joke about putting a humidifier and dehumidifier into a room and letting them work it out.

Back to the plot: you want to focus on finding the *right* candidates, not the *most* candidates. That distinction is very important. To attract the *right* candidates, you need to understand what would compel them to apply for a role with your organization.

There are tools to help you out here – including custom application forms and knockout questions  so candidates self-select out of the process, candidate search functionalities, and of course Workable’s AI Recruiter.

And guess what? We already asked 1,250 workers to understand their wants and needs at a high level, and the result is the Great Discontent for 2023. Have a look, and package what you’ve learned into your careers page and your job descriptions – and reap the rewards.

Thoughts, comments, disagreements? Send them to content@workable.com, with “Hiring Pulse” in the subject heading. We’ll share the best feedback in an upcoming report. Watch for our next Hiring Pulse in May!

The Hiring Pulse: Methodology

Because one of the three metrics (Job Openings) is different from the other two metrics (Time to Fill and Candidates per Hire), we’re adopting two very distinct methodologies.

To bring the best insights to small and medium (and enterprise-level) businesses worldwide, here’s what we’re doing with the Job Openings metric: we’re taking the number of job openings in a given month and dividing that by the number of active companies in our dataset, and posting that as an average. For example, if July 2022 shows the average Job Openings per company as 7.7, that simply means each company posted an average of 7.7 jobs that month.

For the Time to Fill and Candidates per Hire metrics, we’re comparing a specific month’s trend against the full average of 2019, and we show the result using that 2019 average as a baseline index of 100. For example, if July 2022 shows an average Time to Fill of 30 days for all jobs, and the monthly average for all of 2019 is 28, we present the result for July 2022 as 107.1 – in other words, 7.1% higher than the average of 2019.

And we chose 2019 as the baseline because, frankly, that’s the last normal year before the pandemic started to present challenges to data analysis among other things.

The majority of the data is sourced from businesses across the Workable network, making it a powerful resource for SMBs when planning their own hiring strategy.

The post Your Hiring Pulse report for September 2023 appeared first on Recruiting Resources: How to Recruit and Hire Better.

Now more than ever, you’re going to need the best and brightest working for you and by your side if you want a sales team that can succeed in the age of AI.

In this respect, ChatGPT can potentially be a godsend for you. ChatGPT and other generative AI tools can automate and enhance many of your existing sales processes, so you can spend more time and energy thinking of ways to close more leads, get more customers, and drive growth.

A strong sales team is the backbone of any successful business. ChatGPT can help you strategically build a better sales team that’s stronger, smarter, and more efficient than ever.

In this tutorial, we’ll offer some ways you can use ChatGPT to build a sales team – one that’s forward-thinking, adaptable, and innovative.

1. Recruiting top sales talent

Half the battle in building a sales team is finding the right people.

B2B sales is a notoriously competitive industry, and not everyone is cut out for it. Being good at sales requires a blend of strategic thinking, adaptability, resilience, and determination to meet goals and overcome challenges, and a fierce ambition coupled with the ethical integrity to keep it in check.

Finding the right mix of all those qualities is rare. Using ChatGPT in your recruitment process can not only help expedite your sales team recruitment but can make it easier for you to find the best sales reps.

Using ChatGPT for job description writing

There is a fine art to making a good job description. It’s about striking the right balance between outlining the key responsibilities of the role, attracting the right candidates, and sparking their interest in the position.

When you tell it your needs and requirements of the sales reps you’re looking for, ChatGPT can create compelling job descriptions. ChatGPT can tailor the job description to the role,

Give ChatGPT a clear outline of the responsibilities of the role, your company culture, and your expectations in the position, and ChatGPT can make a job description that helps you find the right candidates for your sales team.

You can also use it in conjunction with Workable’s AI job description generator to create something that’s more personalized and aligned with your business goals.

Example prompt: “Write a job description for a Sales Manager position focusing on B2B SaaS sales.”

Screening resumes with ChatGPT

Sales is also an oversaturated field, and sales hiring teams often have to sort through a mountain of resumes and cover letters before they arrive at a candidate who’s worth talking to.

With ChatGPT’s help, you can dig through all the filler resumes and unqualified applicants and find the star candidates who can be a true asset to your team.

ChatGPT can quickly analyze resumes, summarize key qualifications and work experiences, and help you gauge whether a candidate is a good fit for the role.

Example prompt: “Analyze the following resume and summarize the key qualifications for a Sales Executive role.”

2. Streamlining team onboarding

Finding rockstars to hire for your sales team is one thing, but you also need to onboard them and get them up to speed with how you do things before they can start making money for you.

Your sales onboarding process lays the foundation for your new hire’s success and helps them get started on the right foot.
ChatGPT is useful here as well because it can optimize and streamline your onboarding experience and get your recruits on their phones and in the field as soon as possible.

Creating onboarding guides with ChatGPT

An onboarding guide helps your new sales reps to understand your company policies, sales tools, and tech stack, and immerse themselves in your company culture. They can start on day 1 already feeling as though they’re a part of the team.

Give ChatGPT a structured outline for your onboarding, and it can create detailed content for an onboarding guide that tells the new hire everything they need to know.

Example prompt: “Create an onboarding guide for new sales team members, including company policies, sales tools, and team culture.”

Automating FAQ responses

The new hires on your sales team will naturally have a lot of questions as they get their feet wet and learn the lay of the land.
Giving them immediate and consistent answers will help things go smoothly all around – both for them and for you.

You can program ChatGPT to field common questions and offer guidance and support where it is needed. That can be explaining your key performance indicators, or outlining your company values.

Example prompt: “Generate a response to a common question from new hires for an entry-level sales rep position: ‘What are the key performance metrics for sales representatives at our company?’”

3. Enhancing sales training

Training your new team will enable them for their future success and give them the skills, knowledge, and know-how to excel on your sales team.

You can use ChatGPT to enhance your training, nurture your new talent, and help them stay prepared for modern sales challenges they’ll encounter on the job.

Developing sales scripts with ChatGPT

Persuasive sales scripts help to guide the conversation in a way that earns the lead’s trust and allows things to flow naturally.

ChatGPT can generate persuasive sales scripts and templates tailored to specific products, audiences, or real-world scenarios.

Your sales reps can use these scripts as a starting point when interacting with potential customers.

When you give ChatGPT context and objectives to follow, it can make sales scripts that align perfectly with your sales goals.

Example prompt: “Write a sales script for introducing our latest product to potential clients. The product is called ‘X’, its core benefits and features are ‘Y’, and it’s made by company ‘Z’.”

Creating role-playing scenarios for training

There is no better teacher than experience. Practice makes perfect, as the saying goes.

ChatGPT can create realistic role-playing situations emulating hypothetical scenarios that the reps and executives on your sales team might encounter in the real world.

These scenarios might include anything from negotiating deals to relationship building. Playing through these scenarios in a controlled setting can help your reps hone essential skills before trying them out on real customers. With them, your sales reps can practice handling rejection and keeping the conversation going.

Example prompt: “Design a role-playing scenario for training sales representatives in handling objections. The scenario should involve a potential client objecting to the price of our latest product, and the sales representative must use value-based selling techniques to overcome the objection.”

4. Sales prospecting and lead generation

In the world of sales, the name of the game is finding leads.

Finding potential clients and engaging with them with a personalized, conversational approach to outreach between success and failure when it comes to building a sales pipeline.

ChatGPT offers you some unique opportunities here when it comes to optimizing your sales process.

Generating personalized outreach emails with ChatGPT

Striking a balance between personalization and scalability is a common one in sales and marketing. Here, ChatGPT can be the key to making a personal outreach email that’s scalable.

If you tell it your client’s industry, needs, and interests, ChatGPT can create engaging emails that get your lead’s attention, invite a response from them, and convince them to purchase from you. Then, you can repeat this process no matter how many times you do it, be it hundreds or thousands.

Example prompt: “Compose a personalized email to a potential client in the B2B SaaS industry, expressing interest in their business needs and highlighting our product’s ability to streamline their sales process.”

Brainstorming sales strategies with ChatGPT

Innovation is what drives success in sales. Making cutting-edge strategies that speak right to the heart of your customer’s wants and needs is what separates an exceptional salesperson from a mediocre one.

For this reason, sales managers are always looking for fresh new ideas and practical strategies to reach their customers. ChatGPT can be very useful in this creative and strategizing process.

Give ChatGPT insights into your target markets, your competitors, and your business goals, and ChatGPT can brainstorm a list of creative and effective sales strategies. You can then take the strategies it comes up with and adapt them to your needs.

Example prompt: “Generate a list of 10 innovative sales strategies for targeting the healthcare industry, focusing on our product’s ability to enhance patient engagement and streamline administrative tasks.”

5. Sales performance analysis and feedback

Sales performance analysis lets you know that whatever you’re doing is working.

Having the right insights shows you what needs improvement, what’s doing well, and how individual team members are progressing.

ChatGPT has valuable tools to enhance your performance analysis and cut right to the heart of the information you need to drive your sales team’s success.

Automating sales performance reports with ChatGPT

You can use ChatGPT to create a standardized sales performance template to highlight key metrics such as revenue growth, conversion rates, customer satisfaction, sales rep achievements, and areas for improvement.

That automation can help ensure consistent reporting that allows you as the sales manager to track the progress of your reps over time.

Example prompt: “Create a monthly sales performance report template focusing on key metrics such as conversion rates, revenue growth, top-performing products, and areas for improvement.”

Providing constructive feedback through ChatGPT

Feedback provides an opportunity for growth, but it has to be delivered with care, empathy, and precision.

You can use ChatGPT to draft constructive feedback emails that are clear, supportive, and actionable. You can tell your sales rep what they’re doing well, and give them suggestions for future development.

Outline specific areas of success and improvement, and ChatGPT can help you deliver feedback that encourages growth.

Example prompt: “Write a feedback email to a sales representative who exceeded quarterly targets but struggled with customer engagement, highlighting areas of improvement and success, and providing actionable steps to enhance customer relationships.”

6. Integrating ChatGPT with existing sales tools

Your team doesn’t just include your sales reps, but the digital tools you use to be good at your jobs as well.

Sales teams rely on various tools as a part of their technology stack, like their Customer Relationship Management (CRM) systems and sales enablement platforms. Integrating ChatGPT with these existing tools can unlock whole other levels of efficiency.

ChatGPT-4 comes with a Plugin Store that lets it integrate with many popular sales and marketing tools such as Zapier, and others for specific marketing and sales use cases like personalized outreach and sales prospecting.

You can also ask for ChatGPT’s help in integrating with other sales tools in your tech stack using your API key.

Example prompt: “Describe the process of integrating ChatGPT with Salesforce for automated data entry, including the necessary API connections, data mapping, and testing procedures.”

Ethical considerations and best practices

Using ChatGPT and AI tools can be so helpful for building your sales team that you’ll wonder how you ever managed without them.

With that said, this technology is still very new and comes with several ethical considerations that should be addressed before implementing it.

Here are a few considerations to keep in mind to ensure responsible and ethical use:

Transparency and accountability

Clearly communicate with your team and customers how and why you use AI in your sales process. Implement ways to keep yourself accountable with regular audits and reviews.

Bias and fairness

Be on the lookout for any potential biases that can arise from the training data or algorithms. Make sure that the decisions the AI makes are fair and don’t discriminate against particular groups.

Ethical guidelines and training

Create and keep ethical guidelines for using AI in sales. Provide training to your sales teams on responsible AI practices, including understanding its potential for bias, ethical considerations of AI technology, and how to use these tools appropriately.

ChatGPT can help you create the best sales team – if you know how to use it

ChatGPT and generative AI technology represent a watershed moment in how businesses approach sales team building.

The potential of this technology is still being explored and is largely untapped. Whether it’s enhancing customer interactions, automating data entry, or providing valuable insights, using ChatGPT to build your core sales team can give you an edge over your competitors who are still just dabbling with it. Explore, experiment, and find out for yourself what it can do!

The post Build a sales team with ChatGPT – with prompt examples appeared first on Recruiting Resources: How to Recruit and Hire Better.

AI marketing for recruitment is evolving rapidly, and it is essential to stay up-to-date with these changes.

Recently, we had the opportunity to watch a very insightful interview organized by Hung Lee, the Curator at Recruiting Brainfood, with guests such as Steven Rothberg, the Founder of College Recruiter among others. They discussed how Google’s AI search is transforming recruitment marketing.

Recruitment marketing has gone through some major changes lately, which means that there are some new challenges and opportunities for all you HR professionals and small business owners out there.

We decided to elaborate more on this and help you out with the most recent updates.

Recruitment marketing hits a new level

There has been a lot happening in recruitment marketing lately, wouldn’t you agree?

The significant increase in the use of artificial intelligence and machine learning, the central role of employer branding, the automation of communication processes, the emphasis on sharing candidate experiences, the implementation of personalization techniques, and the growing utilization of video for engaging and interactive content are some of the trends that we can see happening now. You may know all these features if you use an HRIS.

While all of these things are grabbing our attention, we are constantly being in front of new developments that take recruiting marketing to new levels. This is what makes working in HR so exciting today.

Actually, these trends indicate a shift towards more efficient and targeted approaches in attracting and retaining top talent, as well as adapting to the changing dynamics of the job market.

But, how google AI is changing the way we work? Let’s find out.

Related: 11 recruitment time-saving tips for the overburdened recruiter

Google AI search for recruitment marketing

The rise and development of numerous LLM tools in the market is forcing companies to be aware of their next steps as it will have a significant impact on their way of working.

ChatGPT is changing the way we search online by introducing a conversational way of gaining information just by asking.

Google AI may have arrived late, but it will attempt to expand this conversational type of searching to new levels.

That being said, in terms of recruiting, this may mean that Google AI promises to assist you with more visibility if you optimize your job ads with relevant keywords and attract talents for your pool.

Google’s generative experience aims to enhance the user experience by providing comprehensive information directly in search results, eliminating the need for navigation across multiple websites.

If we want our company and job briefs to be displayed in Google AI search results, we must redefine our recruitment marketing strategy.

And it all begins with your employer branding. Let’s see why.

Employer branding & AI Marketing

In order to achieve better results, we must redefine our recruitment marketing strategy. And it all begins with your employer branding. Let’s see why. Employer branding.

Imagine a potential candidate searching for your role and company.

Conversational AI tools may gather information about the company, reviews, and publications available online, and provide outcomes.

We need to produce content and build an identity that showcases what we want to display about ourselves to the world when these search engines gather critical information about us.

By saying that, we don’t mean to manipulate the procedure, just to pay attention to your work and your brand’s value.

“It’s a tremendous way of getting your brand known to people who might be in your future talent pipeline, but they’re not actively looking for jobs right now”, states Steven Rothberg, College Recruiter in the aforementioned interview.

“It’s a tremendous way of getting your brand known to people who might be in your future talent pipeline, but they’re not actively looking for jobs right now”, states Steven Rothberg.

“If people don’t know the industry sector, they’re just gonna pick out the top brands and they’re gonna say this is the best ones” adds Hung Lee, Curator at Recruiting Brainfood, to the discussion.

From a different perspective, Neil Patel, SEO expert, comments about the Google AI Search: “You can and probably will lose some traffic from this. But at the same time, it will create a better experience for people using Google, which will cause Google’s overall traffic and usage to go up, which should help you continue to get a lot of traffic from Google and potentially even more”.

It becomes clear that keeping up with the latest developments in marketing during the era of generative AI will effectively aid your recruitment efforts.

Adapting recruitment marketing strategies

As the landscape continues to evolve, marketers and recruiters need to adjust their strategies accordingly. It’s essential to optimize content, such as job postings, career pages, and employer value propositions (EVPs), to make sure they’re visible and engaging in search results.

Using images and videos can also help grab users’ attention in the era of generative AI.

The introduction of Google’s generative search experience creates uncertainty for companies in terms of how to adapt their recruitment marketing strategies.

To differentiate themselves and provide a unique user experience, companies may need to

• Invest in interactive content on their career pages. This could include calculators, career mappers, psychometric tests, or other engaging tools that can only be consumed on the website
• Create career pages that will play a crucial role in the validation process for candidates. Instead of being a primary discovery platform, career pages will serve as a place for candidates to verify information about a company and assess whether it aligns with their needs and preferences
• Incorporate conversational elements, such as chatbots, on their career pages to facilitate interactions with candidates. This will allow candidates to ask questions and receive personalized responses, enhancing their engagement with the company’s brand

In order to provide relevant information to both candidates and search engines, companies should focus on creating rich content, including:

• videos
• audios
• blog posts
• employer value propositions (EVPs)

This content will be crucial in shaping the conversational experience and ensuring accurate information is presented by generative AI systems.

The more value you invest in your brand, your copies, and your user or candidate experience, the more AI search tools will extract information from your company to the audience.

But it’s time for a disclaimer now.

The blur line of AI search profit

It appears that there is another game-changing development on the horizon, and this time it’s all about profit. The new era of search engines is keeping their income generation methods under wraps for the time being.

Once we gain a clear understanding of how they will generate revenue, it will mark a new chapter in the world of recruitment marketing.

The balance between organic search and paid search in the AI era will play a significant role in shaping people’s perceptions of the information.

Additionally, the budget of an AI ad campaign will decisively determine how recruitment marketing and digital marketing, in general, will take place.

The importance of human expertise

While AI-driven recruitment strategies offer numerous benefits, human expertise and recruitment agencies would continue to play a crucial role in the recruitment process.
These entities possess valuable information and intuition that AI cannot replicate. Smaller companies may need to leverage networking, offline marketing, and specialized service providers to compete for candidates, while larger companies with more resources can invest in AI-driven recruitment strategies.

Remember that all of these AI tools are making our workflow more efficient by providing automations that save time for us to focus on more important tasks.

Perhaps now we can concentrate more on our efforts to produce more value for our clients and our company, and view all these changes as an opportunity to do so in a more digitized way.

Hopefully, all these efforts will pay off in the long run of AI search.

The post AI is changing recruitment marketing – your next move appeared first on Recruiting Resources: How to Recruit and Hire Better.

Recruitment involves a broad range of skills, tasks, and specialties — it requires efficiency, data assessment, and organization but is also largely dependent on human instinct, experience, and understanding. Using AI for recruitment is the ideal scenario where a technological tool simplifies and enhances the work and expertise of hiring managers.

Integrating AI recruiting tools into your hiring process can automate tedious tasks, reduce the likelihood of human error, and help you make hiring decisions quickly and with greater confidence.

The benefits of artificial intelligence in recruiting

Implementing artificial intelligence in recruiting can optimize your talent acquisition strategy and streamline the workflows associated with hiring and onboarding. Attracting, identifying, and securing top talent involves many moving pieces — different people, tons of paperwork, back and forth communication, a lot of scheduling, and stacks of information to sift through.

Adding recruitment AI tools to the process has benefits that go far beyond cutting down the workload though, such as:

• Reduced time-to-hire: Hiring can be disruptive and expensive. Shortening the cycle without compromising the quality of candidates is in everyone’s best interest.
• Improved candidate experience: A clear, streamlined process that keeps applicants and stakeholders informed along the way shows candidates that you value their time and effort.
  Less bias in hiring: Data-driven insights can help reduce or eliminate unconscious hiring biases, creating a fair and consistent process for each candidate.
• Improved performance: Outsourcing repetitive or data-heavy tasks to recruiting AI tools frees up hiring teams to focus their time and talent on aspects of the process that require a human touch.
• Cost Savings: By automating repetitive tasks, AI can help reduce the need for manual labor and minimize hiring costs associated with the recruitment process.
• Scalability: AI-powered tools can handle large volumes of applicants efficiently, making it easier for companies to scale their recruitment efforts as needed.
  Identifying Passive Candidates: AI tools can search through various online platforms to identify passive candidates who may not have applied directly but possess the required skills and experience.
• Continuous Improvement: AI systems can learn from past interactions and outcomes, allowing them to continuously improve their performance and accuracy over time.
• Personalization: AI can tailor the candidate experience by providing personalized content and recommendations based on a candidate’s background and interests.
• Employee Retention: AI can analyze employee data to identify patterns that indicate potential retention issues, helping organizations take proactive measures to improve employee satisfaction and reduce turnover.
• Increased collaboration: A lot of applicant tracking systems incorporate AI for recruiting; having one central repository for information makes it easy for stakeholders to stay informed and offer opinions.
• Accurate analytics: Data analysis and reporting offered by AI recruiting tools facilitate HR compliance and add quantifiable metrics to the decision-making process.

The most obvious benefits, increased accuracy and efficiency, are valuable day in and day out to hiring teams and candidates alike, but AI has a lot to offer when it comes to attracting and identifying top talent.

How does AI in recruiting work?

The benefits of AI for recruitment sell themselves, but it may still be hard to imagine how AI tools could be integrated into a hiring workflow. The most convenient way to add AI to your recruitment strategy is by implementing an AI-based applicant tracking system (ATS).

Here are some of the features and functionalities that many offer:

Resume Screening: AI-powered systems can automatically screen and analyze resumes, identifying relevant skills, qualifications, and experience. This helps recruiters sift through a large number of applications more quickly, saving time and effort.

• Candidate Sourcing: AI tools can scour various online platforms, job boards, and social media networks to find potential candidates based on specific criteria and keywords, helping to identify passive candidates who may not have applied directly.
• Chatbots and Virtual Assistants: AI-driven chatbots can engage with candidates, answer their questions about the company and job roles, and even conduct preliminary interviews. This provides a more interactive and responsive experience for applicants and helps gather initial information about them.
• Candidate Matching: AI algorithms can compare candidate profiles with the requirements of a job to assess the suitability of applicants. This can help in shortlisting candidates who are the best fit for the position.
• Video Interview Analysis: AI-powered video interview platforms can analyze candidate responses, facial expressions, and tone of voice to assess various traits, such as communication skills and emotional intelligence. This data can help in evaluating candidates more objectively.
• Predictive Analytics: AI can analyze historical data on successful and unsuccessful hires to identify patterns and characteristics that lead to successful outcomes. This information can be used to predict candidate success and make better hiring decisions.
• Diversity and Inclusion Initiatives: AI can be used to identify and minimize unconscious biases in job descriptions, resume screening, and candidate evaluation, thus promoting diversity and inclusion in the hiring process.
• Employee Retention: AI can be used to analyze employee data and identify patterns that may indicate potential retention issues. This helps companies proactively address employee needs and reduce turnover.
• Onboarding and Training: AI-driven systems can provide personalized onboarding and training plans for new hires based on their skills and knowledge gaps, helping them ramp up more quickly and effectively.

Related: Boost your employer branding & retention using AI

The landscape of AI recruiting tools is continuously evolving. When considering AI recruiting tools, it’s important for organizations to assess their specific needs and choose tools that align with their recruitment objectives and values.

Identify existing pain points in your recruitment workflow and research AI recruitment tools that can help you mitigate bottlenecks or obstacles so that you can make hiring decisions efficiently and effectively.

Talent acquisition is essential to the success and longevity of your business. You’re not only hiring for an open role — you’re hiring a piece of the puzzle that makes your organization whole.

A new hire can affect everything from day-to-day performance to overall company culture; enhancing hiring decisions with the help of artificial intelligence is an investment that can pay off for years to come.

The post How to use AI for recruitment appeared first on Recruiting Resources: How to Recruit and Hire Better.

Specifically, 92% of these HR professionals planned to expand their use of AI in at least one related area, including improvement in performance management, payroll processing and benefits administration, recruitment and hiring, onboarding new employees, and employee records management.

And within the next 12 to 18 months, the majority of HR leaders surveyed were planning to substantially increase their utilization of AI.

Within the next 12 to 18 months, the majority of HR leaders surveyed plan to substantially increase their utilization of AI.

The perils of AI tools in HR

The increasing adoption of AI-based tools in human resource management has been a game-changer for HR practitioners, providing transformative tools and solutions to enhance efficiency and improve effectiveness of decision-making.

For example, intelligent automation of mundane and repetitive tasks has enabled HR professionals to focus on more strategic and value-added activities. Moreover, AI has the potential to revolutionize recruitment processes and expand candidates pool by analyzing large volumes of resumes.

However, as with any powerful technology, AI-based solutions should be applied in a responsible way for HR management. There have been numerous examples that uncover biases and inadvertent discrimination of AI-based solutions against fractions of applicants, as a result of faulty databases and incorrect programming.

Related: Ethical AI: guidelines and best practices for HR pros

What can you do?

Companies need to implement AI-based solutions in an ethically and transparent way to address concerns regarding privacy, fairness, and potential bias, ensuring the system does not perpetuate biases or discriminate against certain individuals or groups.

For example, companies will need to carefully select training data and establish regular monitoring of AI algorithms to identify and correct any biases that may arise.

Additionally, transparency and accountability are paramount in AI-enabled HR management, as employees should have access to information about how their data is being collected, used, and protected.

Employers must also prioritize the security and privacy of employee data to mitigate potential risks.

Related: Avoid unintended bias: learn to navigate EEOC in AI and hiring

Legal considerations growing

The European Union has recently approved the AI Act draft legislation, a comprehensive framework aimed at ensuring the responsible and ethical implementation of AI across various industries. According to the AI Act, high-risk AI systems must undergo a thorough conformity assessment procedure before they can be introduced to the market or used within the EU.

To ensure compliance, providers are required to establish, implement, document, and maintain rigorous risk management systems throughout the lifespan of the AI system.

To ensure compliance, providers are required to establish, implement, document, and maintain rigorous risk management systems throughout the lifespan of the AI system.

It is essential to meet stringent requirements to ensure the safe placement of high-risk AI systems on the market. This involves the implementation of robust risk assessment and mitigation systems, coupled with the use of high-quality data sets to avoid any potential discriminatory outcomes.

Clear documentation of the AI system’s purpose, along with detailed user instructions, must be provided to the regulatory authority. An extensive record-keeping system is necessary to promptly identify and address any abnormal results.

Human oversight still paramount

The presence of human oversight is crucial to oversee the system’s operations and deactivate it if necessary. Importantly, the accuracy, robustness, and cybersecurity of the system should meet the appropriate standards.

While technology itself may possess certain capabilities and potentials, it is ultimately the people who wield and utilize these tools that determine their true impact.

HR executives and leadership teams have the power to shape the way technology is used, and their choices and actions can greatly influence its consequences.

It’s not what you do – it’s how

It is crucial to recognize that the real danger lies not in technology itself, but rather in how people choose to employ it. Without responsible and ethical usage, the potential benefits of technology can be overshadowed by its negative implications.

So, understanding the role of individuals in determining the impact of technology is crucial in fostering a harmonious and beneficial relationship between people and the tools they use. Learning and education plays a crucial role in ensuring individuals understand how to navigate emerging technology solutions safely and responsibly.

HR leadership must focus on commitments to values, ensuring the application of AI-based solutions are not undermining the critical human aspect in business.

Find that tech-human sweet spot

Finding the right balance between technology and the human touch is crucial in harnessing the potential of AI for empathetic employee relations in HR. While AI can enhance efficiency and accuracy in various HR processes, it is important to remember that empathy and emotional intelligence are inherent human qualities that cannot be replicated by technology.

HR practitioners and companies must use AI as a tool to support and augment their efforts in creating a more empathetic and human-centric work environment.

By incorporating AI in a thoughtful and strategic manner, organizations can streamline administrative tasks, allowing HR professionals to focus more on building meaningful connections with employees and addressing their individual needs.

Ultimately, the successful implementation of AI in HR hinges upon understanding when and how to leverage technology while preserving the fundamentals of human interaction and empathy in employee relations.

The post The power of AI: with great AI comes great responsibility appeared first on Recruiting Resources: How to Recruit and Hire Better.

AI recruiting software is changing the way organizations attract and identify top talent by eliminating some of the more costly and time-intensive pain points of the hiring process. Supporting your hiring team with AI recruiting tools that improve productivity and enhance hiring decisions can positively affect the performance of your entire organization.

What is artificial intelligence recruiting software?

Artificial Intelligence (AI) recruiting software is a specialized type of HR technology that utilizes artificial intelligence and machine learning algorithms to optimize and automate various aspects of the recruitment and hiring process. AI recruiting software is also commonly referred to as AI-powered applicant tracking software (ATS) or AI recruitment tools.

Artificial intelligence and machine learning excel at performing repetitive tasks, organizing information, and analyzing data quickly and accurately, which helps streamline talent acquisition workflows and facilitate collaborative efforts involved with hiring new employees.

Key features of AI recruiting software

AI recruitment software is designed to assist HR professionals, recruiters, and hiring managers in sourcing, screening, and selecting candidates more efficiently and effectively.

Helpful features and functionalities of AI recruitment software may include the following:

• Candidate Sourcing: AI recruiting software can automatically search and source candidates from various online platforms, job boards, social media, and other sources by using AI algorithms to match job requirements with candidates’ skills and qualifications.
• Resume Parsing: The software can parse and extract relevant information from resumes and CVs submitted by candidates, such as work experience, education, skills, and contact details. This makes it easier to organize and analyze applicant data.
• Candidate Screening: AI algorithms can analyze and assess candidate qualifications against job requirements, shortlisting the most suitable candidates for further consideration. It can identify key phrases, skills, and experience mentioned in resumes to gauge a candidate’s fit for the role.
• Automated Interview Scheduling: Some AI recruiting software can handle interview scheduling by coordinating with candidates and interviewers, reducing the need for manual back-and-forth communication.
• Candidate Engagement: AI-powered chatbots or automated communication tools can engage with candidates, answer frequently asked questions, provide updates on the application process, and maintain candidate interest throughout the recruitment journey.
• Bias Reduction: Advanced AI recruiting software is designed to minimize unconscious bias in the hiring process. By focusing on skills and qualifications, rather than demographic factors, it aims to promote a more diverse and inclusive candidate selection.
• Predictive Analytics: AI-driven recruitment tools can analyze historical data to identify patterns and trends in successful hires, helping HR professionals make data-driven decisions and improve the quality of hires.
• Onboarding Assistance: Some AI recruiting software extends its capabilities to support the onboarding process, providing a seamless transition from candidate to employee.
• Continuous Improvement: The AI algorithms in the software can learn from recruitment data and user interactions, continuously improving their recommendations and matching capabilities over time.

Using AI tools for recruitment can reduce human error, improve the candidate experience, and lead to more confident hiring decisions based on data.

Related: AI, ChatGPT and the human touch in hiring

The importance of AI recruiting software

In the past, making a good first impression was primarily a concern for candidates. However, in today’s competitive job market, organizations need to be putting their best foot forward, as well.

As technological advances continue to reduce time-to-hire, the ability to screen applicants, schedule interviews, make hiring decisions, and communicate quickly and effectively can make a significant difference in the quality of hires.

The recruitment process is continuously evolving due to changes in technology; failing to incorporate AI tools for recruiting into your strategy gives your competitors an unfair advantage.

How to choose AI recruitment software

Investing time and money into implementing a new system is often a little anxiety-inducing, even if you’re confident that it will be an overall improvement. Making changes to an already-existing workflow and getting buy-in from stakeholders can present a host of challenges, making it even more important to choose the right AI recruiting tools the first time.

Get stakeholders involved early on by asking which steps of the current workflow feel cumbersome and/or which features are most likely to benefit your organization. Consider the following as you research your options for AI recruiting software:

Once you’ve narrowed down your options, these questions may help you select the right AI recruiting tool for your organization:

• What specific AI features does the software offer for candidate sourcing and screening?
• Can the AI algorithms be customized to match the organization’s unique job requirements and preferences?
• How accurate and reliable are the AI-driven candidate matches and recommendations?
• What data sources does the AI software use for candidate sourcing and how comprehensive is the candidate database?
• How does the software handle candidate data privacy and security?
• Can the AI recruitment software integrate with the organization’s existing HR systems and tools?
• Does the software provide real-time analytics and insights on the recruitment process? What metrics does it track?
• How does the software handle candidate engagement and communication throughout the recruitment process?
• Does the AI software have the capability to reduce bias in the hiring process? How is this achieved?
• What kind of support and training does the vendor provide for the HR team during implementation and ongoing usage?
• Can the AI recruitment software support high-volume hiring and accommodate peak recruitment periods?
• How does the software handle international recruitment and multilingual capabilities?
• What is the pricing model for the AI software? Are there any additional costs or hidden fees?
• Can the AI recruitment software support both active and passive candidate sourcing?

Furthermore, HR professionals should also consider requesting a live demo or a trial of the AI recruitment software to evaluate its user-friendliness, interface, and overall functionality. Additionally, reading reviews from unbiased sources or seeking references or feedback from other organizations that have used the software can provide valuable insights into its performance and effectiveness.

Taking the time to thoroughly assess the AI recruitment software ensures that your choice will meet the organization’s specific needs and will contribute to a more successful and efficient hiring process.

Using AI recruiting software offers numerous benefits, including time savings, improved candidate matching, enhanced candidate experience, data-driven decision-making, and increased efficiency in the overall recruitment process. By leveraging the power of artificial intelligence, HR professionals can focus on strategic talent acquisition while letting the software handle repetitive tasks and streamline recruitment workflows.

The post How to choose the right AI recruiting software appeared first on Recruiting Resources: How to Recruit and Hire Better.

Generative AI is still very new, and we’re all still figuring out how it works, but it’s already changing the way we attract and hire talent – mostly for the better. From automating routine administrative tasks to offering data-driven insights, ChatGPT and other AI tools are helping recruiters streamline their processes, make better and more informed decisions, and ultimately get more done with less time.

Let’s dive deeper into the different innovative use cases of ChatGPT for recruitment purposes – how it can improve the candidate experience and lead to better hiring outcomes.

The impact of ChatGPT for recruiting

Integrating ChatGPT into recruitment processes helps us recruiters be more efficient at our jobs, so we can offer a better hiring experience for the candidates we work with.

Using ChatGPT and other generative AI tools frees up time that we can use on the higher-value, more strategic aspects of our roles. It also makes life better for candidates by giving them instant responses to queries, and a seamless, interactive recruitment process.

Making use of ChatGPT for recruiting and HR can also make our recruiting process more inclusive. When we use generative AI to craft job descriptions that are free of biased language, we can create a more diverse and inclusive hiring process.

7 clever ways recruiters can use ChatGPT

The power of AI lies in its versatility and adaptability. Processes like onboarding and initial candidate screening are just some of the use cases for using ChatGPT in recruitment, but the possibilities of the technology are potentially limitless.

It’s important to remember, also, that ChatGPT and other AI tools are here to help us enhance our skillsets and help us be better recruiters – not to replace our jobs.

1. Creating dynamic job descriptions

Making the perfect job description is equal parts art and science. It takes a clear understanding of a role and the skills required, and the ability to communicate them effectively.

This is the kind of work that GPT-powered AI tools excel at. Workable has its own AI job description generator which you can use to create a solid foundation.

Then, using ChatGPT or a similar AI tool, you can further refine and enhance it in a way that works in the nuances of job requirements, skills, and other key aspects of the role.

Let’s say you use Workable’s AI job description generator to make a basic job posting for a project manager role in the animation industry and give it a friendly tone:

You can ask ChatGPT to build on that foundation and flesh it out with a prompt like:

“I’ve used Workable’s job description generator to create a basic description for a project manager role. Now, I’d like to add more depth. The role involves overseeing project execution, managing team members, and ensuring the timely delivery of projects. Can you help me elaborate on these responsibilities and suggest some desired skills and qualifications?”

Using ChatGPT in conjunction with other AI and recruitment tools like Workable, you can create dynamic job descriptions that stand out from the crowd amongst dozens of postings for similar roles.

2. Automating initial candidate screening

The average recruiter has to sift through a practically biblical flood of resumes and cover letters to go through the initial screening of candidates for any given role.

AI tools can greatly streamline this process when you train it to review resumes and cover letters and identify the most promising candidates based on specific keywords and required qualifications.

For example: using a prompt such as: “Review these resumes and rank the candidates based on their qualifications for a software engineer position” can help you quickly pick out candidates who match the criteria you’re looking for:

3. Setting up an interactive FAQ chatbot

Candidates have to face off with hundreds of applicants no less deserving than themselves for the same role, so they’re anxious for quick and frequent updates and easy access to information.

A way you can meet their expectations is by using ChatGPT and other chatbot recruiting tools to answer common candidate questions regarding the company culture, job roles, and the application process.

While ChatGPT is powerful and useful on its own, you can use it in conjunction with other tools to enhance its capabilities. Tools such as Drift, Intercom, or LivePerson can be used to handle the main interface, while you make use of ChatGPT for any queries that require more personalized responses.

For example: a prompt like “Answer common questions about our company culture, job roles, and application process” can help you anticipate common FAQ questions, make appropriate responses, and plan your chatbot automations accordingly.

4. Conducting initial interviews

Initial interviews are your chance as a recruiter to get to know the candidate as a person, and assess their suitability for a role beyond what you see on their resume.

Workable’s video interview question generator can give you a solid foundation for questions to ask in the initial interview, and another AI tool like ChatGPT can make those questions more clear, more specific to the role, or more personalized to the candidate – diving deeper into their story, their experience, and their ability to succeed in the role.

For example: After having the Workable interview question generator create questions for a sales manager position, you can give them to ChatGPT with a prompt like: “I’ve used Workable’s interview question generator to generate some basic interview questions for a sales manager position. Now, I’d like to add more depth. Can you generate a list of behavior-based interview questions that focus on leadership, team management, and sales strategy?”

5. Automating follow-up communications

There’s an old line of thinking in recruitment – “it’s all in the follow-up.”

Timely follow-ups and updates show candidates that you respect their time, but consistent communication is time-consuming for the average recruiter who is already juggling multiple candidates and priorities.

AI tools can be used to automate follow-up communications with candidates to schedule interviews, provide feedback, and offer updates on the status of their application – and personalize the emails to each candidate.

For example: a prompt like “Draft a follow-up email to a candidate after their interview, providing feedback on their performance and discussing the next steps in the process.” can be tweaked and templatized to streamline your communication workflow with job candidates.

6. Streamlining the onboarding process

The onboarding phase gives both the new hire and you a chance to start things off on the right foot and enable them to succeed.

It’s in both your and the candidate’s interests that it go smoothly, but creating individualized onboarding plans is too resource-intensive to do for each new hire.

Enter ChatGPT – which can be used to streamline your onboarding process and make it tailored to each new hire’s role, ensuring that they receive the right training and guidance as they begin their new role.

Try using a prompt like: “Create a personalized onboarding schedule for a new software engineer hire. The schedule should include an introduction to the team, training on our software development processes, and a meeting with their project manager.”

Tweak and individualize it to make a consistent onboarding process that sets up new hires for success from the day they start.

7. Enhancing training and development with simulations

Recruiters need to continually refine their skills to be good at what they do, just like any skilled work. Using ChatGPT in recruitment training processes can create realistic training simulations and role-playing exercises, so you can prepare for a variety of recruiting situations and respond to candidates accordingly.

You can use HR chatbots to play the part of a candidate and practice your interviewing skills, which in turn can lead to better hiring decisions.

For example: try a prompt like “Act as a candidate for a role-playing exercise for interview training. The role is a software engineer and the candidate has five years of experience in the field.”, test out different responses and see what the outcomes are.

Embracing ChatGPT for recruiting

The future of recruitment is here, and AI is its engine. These are just a few examples of how recruiters can use ChatGPT to be more effective at their jobs, but they are by no means the only ones. The potential use cases for ChatGPT and AI tools in recruitment are limited only by your own imagination.

Using ChatGPT for recruiting can streamline your workflows, make a better interview and hiring experience for candidates, and find and keep the best talent.

If you’re ready to take your recruitment process to the next level with AI, Workable is here to support your transition every step of the way. Get in touch with us to learn more about how we can help you make the most out of ChatGPT for your recruiting process.

The post 7 clever ways ChatGPT can help recruiters get more done appeared first on Recruiting Resources: How to Recruit and Hire Better.

While it’s true that robots won’t be replacing hiring managers any time soon, the recruitment process can be time-consuming, expensive, and involves a lot of moving parts. Using artificial intelligence, such as AI applicant tracking software, to automate and streamline aspects of talent acquisition can reduce time-to-hire and increase confidence in hiring decisions by empowering HR professionals to use their time and talent more productively.

What is AI Applicant Tracking Software?

AI Applicant Tracking Software (ATS) is a type of recruitment software that uses artificial intelligence (AI) and machine learning technologies to optimize the recruitment and hiring process.

Many of the aspects of the talent acquisition process are important but time-intensive tasks that cater to the logistical steps of attracting and screening applicants. AI technology can orchestrate and manage many of these tasks efficiently and effectively, freeing up recruiters and HR professionals to oversee the entire workflow while focusing their own efforts on the areas that require human experience and insight.

What are the benefits of an AI Applicant Tracking System?

Hiring a new employee involves a ton of paperwork, scheduling, reviewing, record-keeping, and internal and external communication. Recruiters use AI-based applicant tracking systems to streamline the hiring process from start to finish, increasing productivity and reducing the likelihood of human error.

An AI applicant tracking system can function not only as a central repository of information, but also as an ever-ready human resources assistant capable of writing job descriptions, advertising job openings, reviewing job applications, performing assessments, scheduling interviews for qualified candidates and more.

Artificial intelligence also offers an unbiased source of information based on data, which can help ensure that candidates receive fair and consistent consideration. Combining the insights of AI tools with the instincts and experience of hiring managers adds scientific objectivity to the art of attracting and identifying the best candidates for a role.

AI-based ATS applications may include the following functionalities and features:

• Resume parsing: The ATS can automatically extract and parse relevant information from resumes and CVs submitted by job applicants. This makes it easier for recruiters to search and filter candidates based on specific skills, qualifications, experience, and other criteria.
• Job posting: The software enables the creation and distribution of job postings across various online platforms, job boards, and social media networks like LinkedIn. Some ATS tools can even suggest suitable job titles and keywords to optimize job descriptions to improve the visibility of job listings.
• Candidate sourcing: ATS can use AI algorithms to search for potential candidates from various sources, including online job portals, social media, and internal databases. This feature helps recruiters expand their talent pool and discover passive candidates.
• Automated screening: With AI-powered screening, the ATS can analyze and match candidates’ qualifications and experience with job requirements. This process helps in shortlisting candidates who are the best fit for the position, saving time and effort for recruiters.
• Candidate communication: ATS often includes features for automated communication with candidates, such as chatbot integrations that can be used to send acknowledgment emails, interview invitations, and rejection notifications. This ensures a smooth and professional candidate experience throughout the hiring process.
• Interview scheduling: Some ATS tools offer interview scheduling features that allow recruiters to set up interviews with candidates directly within the system, eliminating the need for back-and-forth communication.
• Performance analytics: ATS provides valuable insights and analytics on the recruitment process, such as time-to-fill, source of hire, candidate engagement, and more. This data helps HR teams make data-driven decisions to optimize their hiring strategies.
• Diversity and inclusion: Some advanced ATS platforms come with features that promote diversity and inclusion by removing bias from the hiring process. They can help identify potential biases in job descriptions and applicant data and support record-keeping for compliance purposes.

The implementation of AI in applicant tracking software significantly improves the efficiency of the recruitment process by automating repetitive tasks, enhancing candidate matching, and providing valuable data for better decision-making, allowing HR professionals to focus more on strategic aspects of talent acquisition and employee engagement.

How to choose an AI ATS

Choosing the right AI applicant tracking system is a critical decision — it directly impacts the effectiveness of the recruitment process and implementing a new workflow or system can be temporarily disruptive as stakeholders adjust to the change.

Here are some steps to help guide the selection process:

1. Define your requirements: Start by identifying the specific needs of your organization. Consider factors such as the size of your company, the number of job openings you typically have, the desired features and functionalities, budget constraints, and any specific integration requirements with existing HR or recruitment tools.
2. Research and compare options: Conduct thorough research to explore various AI ATS providers in the market. Look for vendors that have a good reputation, positive customer reviews, and a track record of successful implementations. Create a shortlist of ATS platforms that seem to align well with your requirements.
3. Check for AI capabilities: Verify that the ATS platforms you are considering have genuine AI capabilities. Some platforms might claim to be AI-powered but have limited functionality. Look for features like resume parsing, automated candidate screening, and intelligent candidate matching.
4. User-friendliness: A user-friendly interface is crucial for a smooth adoption of the ATS within your HR team. Request demos or trials of the shortlisted systems to evaluate their ease of use, navigation, and overall user experience.
5. Integration options: Consider the compatibility and integration options of the ATS with your existing HR software and tools. Seamless integration can streamline data sharing and improve overall HR processes.
6. Mobile accessibility: With the increasing use of mobile devices, ensure that the ATS offers a mobile-friendly interface for both recruiters and candidates. This allows for greater flexibility in managing applications on the go.
7. Candidate experience: Choose a system that offers a simple and intuitive application process, clear communication, and timely feedback to applicants.
8. Data security and compliance: Given the sensitive nature of candidate data, it’s essential to prioritize data security and compliance. Ensure that the ATS provider follows industry-standard security practices and complies with relevant data protection regulations.
9. Customer support and training: Look for a vendor that provides excellent customer support and training resources to help your HR team maximize the benefits of the ATS.
10. Scalability and future-proofing: Consider the scalability of the ATS, as your organization’s hiring needs may change over time. Additionally, inquire about the vendor’s plans for future updates and developments to ensure the system remains up-to-date with the latest technologies.
11. Obtain feedback from stakeholders: Involve key stakeholders, such as other HR team members, hiring managers, and IT personnel in the decision-making process. Get their input on the features they find most valuable and any concerns they may have.
12. Request references: Ask the ATS vendors for references from their existing clients. Reach out to these references to gather insights into their experiences with the system and the vendor’s customer support.

By following these steps and conducting a thorough evaluation, the Human Resources manager can make an informed decision and choose an AI applicant tracking system that best aligns with the organization’s needs and objectives.

Why use AI Applicant Tracking?

Using an AI applicant tracking system as part of the recruitment process saves time, reduces bias, facilitates collaboration, and analyzes helpful data, which makes life infinitely easier for hiring teams.

An often under-appreciated benefit is that an AI-based ATS also improves the candidate experience. AI tools make it easier to keep applicants informed throughout the process, and improved efficiency makes it clear that your organization values the time and effort of everyone involved. A positive candidate experience increases the talent pool for future roles, making it even more efficient to find and hire the right candidates for open positions in the future. As a result, incorporating AI tools into your hiring process is an investment in attracting and retaining top talent for years to come.

Overall, AI applicant tracking empowers HR professionals to be more efficient, make data-driven decisions, and improve the quality of the hiring process, ultimately leading to better hires and a stronger workforce. Artificial intelligence won’t be replacing the human resources department any time soon, but it can maximize the impact of their efforts.

The post The benefits of using AI applicant tracking systems appeared first on Recruiting Resources: How to Recruit and Hire Better.

Fortunately, artificial intelligence (AI) can mitigate the difficulties of HR and finance collaboration. Thanks to technology, you can unite HR and finance strategies to drive better collaborations, processes, and solutions.

Common challenges of HR and finance collaborations

HR and finance are two departments that, historically, don’t see eye-to-eye.

HR recognizes employees as valuable business investments. Strategies focus on improving intangible assets like skills and experiences. Finance, on the other hand, tends to see employees as an expense and is laser-focused on the value of quantifiable assets.

These differing ideologies push the two teams into departmental silos, where their strategies, solutions, systems, and sources all exist in isolation. This can result in conflict, data inaccuracies, and a host of other issues when the two teams need to collaborate.

But collaborate they must.

Whether it’s to optimize your recruitment budget or streamline your payroll, HR and finance need to come together. Modern businesses are quickly learning that collaboration between the two enhances strategic decision-making across both departments.

But to achieve this harmony, you need AI.

How AI can facilitate better HR-finance collaboration

AI can improve the collaborative capabilities of HR and finance in three key ways.

1. Data integration and analysis

Siloed HR and finance data is vulnerable to data inconsistency, duplication, and human error. These risks slow down productivity, increase the risk of oversights, and cause teams to miss out on valuable opportunities.

An AI-powered enterprise resource planning (ERP) system captures and unifies HR and finance data in real-time alongside all your other department-specific information. With enhanced visibility, dispersed teams can access consistent data and analyze it to make collaborative and mutually-beneficial decisions.

So, for example, finance will always know when a new worker is added to the payroll or if an employee’s benefits change. This ensures the accuracy of financial budgeting and planning.

2. Automated reporting and forecasting

Your business needs to do more than keep up with the latest trends – it must anticipate them. Automated reporting and forecasting deliver swift access to data and analytics that can be used to power critical financial decisions.

Finance teams need employee data to make these decisions. This is where AI comes in. Automated reporting and forecasting tools use artificial intelligence to pull disparate data. This is then consolidated into customizable financial reports, which consist of easy-to-interpret visualizations, charts, etc.

Essentially, this enables finance teams to generate forecasts on demand. And, thanks to ongoing data streams, finance teams can quickly and confidently update forecasts in response to any changes.

3. Streamlined compliance and risk management

Both HR and finance handle sensitive company and employee data that needs to be protected under data protection laws and regulations. Inefficient data-sharing processes between HR and finance can result in costly repercussions.

Additionally, teams need to abide by labor laws and tax regulations, whether this be in the UK or state labor laws in the US. For businesses with employees in different cities or countries, this can get complicated very quickly.

With so many rules and regulations to adhere to, companies are turning to AI. The best cloud-based AI technologies have compliance built into their core and utilize a stack of security features that strengthen risk management.

AI applications in HR-finance collaboration

So, what does the application of AI in HR-finance collaboration look like? Here are a few examples.

1. Payroll and benefits management

HR needs to pay employees their wages and benefits accurately, on time, and in alignment with tax and employment laws. Without AI, it can be difficult to achieve the financial visibility and operational reliability needed to eliminate human error.

Any discrepancies that arise from human error, duplication, or the like can have serious consequences. This is why payroll software has become the standard for streamlining payroll and benefits management.

HR and payroll software automates payroll and benefits operations. As well as producing accurate, on-time payslips for employees, it also stores historical and current payroll data for quick analysis. This means HR and finance can make data-informed financial decisions regarding future salary and benefits offerings.

Plus, if you do business in the UK, you can even utilize natively HMRC-compliant payroll software to make sure compliance with the latest tax legislation.

2. Budgeting and financial planning

Employees are your most vital asset, which naturally means they’re one of your most costly expenses. It’s essential HR and finance teams work together to balance employee recruitment, salaries, and benefits with sustainable business profitability.

As recruitment costs climb, budgeting and financial planning need to be a joint effort right from day one of recruiting.

Luckily, recruitment software can optimize the hiring process to meet the goals of both HR and finance. This creates better candidate experiences, speeds up the hiring process, and secures the best talent in the right places. By doing so, HR can drive down cost-per-hire.

Salaries and benefits are also a common point of contention. Currently, benefits cost employers 32.9% of total employee compensation. HR teams who offer extravagant benefits like tuition reimbursement or cash bonuses without comprehensive financial budgeting and planning can land themselves in hot water.

But AI-powered accounting software can unite HR and finance. Thanks to features like detailed financial reporting and cash flow visualizations, the two can collaborate to make informed recruitment, salary, and benefits decisions.

3. Fraud detection and prevention

Every department needs to be able to defend against fraud attempts, but because HR and finance teams are privileged users with access to secure systems and sensitive data, insider threats are a bigger risk.

Not convinced it will happen to you? Well, 60% of businesses have experienced at least one insider attack in the last year according to a Gurucul study. Whether they occur due to maliciousness or negligence, insider threats are a pressing concern.

Fortunately, accounting, HR, and payroll systems all come with in-built security features that, when fortified by ERP, harden your fraud defense. This includes things like audit tracking, user access restrictions, and real-time alerts.

As well as deterring and quickly identifying malicious insider attacks, AI can prevent negligence from causing catastrophic data breaches that lead to external fraud.

Align your teams – and tech – for success

When HR and finance work together, they can achieve their aligned goal to maximize capital. But to do this effectively, they need the right resources.

AI-powered technologies unite disparate systems and facilitate cross-department communications. HR and finance can use them to automate and streamline data integration and analysis, ultimately powering better hiring, payroll, budgeting, and forecasting strategies.

Want to connect HR and finance? Use AI today.

The post Can AI help HR and finance collaborate more smoothly? appeared first on Recruiting Resources: How to Recruit and Hire Better.

Well, this month, we have some eye-opening data for you that blows some of that out of the water. Let’s get into it.

How we’re looking at data

We’ve adopted two methodologies in how we look at the Hiring Pulse dataset. For Time to Fill and Candidates per Hire, we’re measuring each month using the average of 2019, the last “normal” year, as a baseline index of 100.

For job openings, we’re taking a different route – simply, the average number of job postings per company. This gives us the opportunity to gauge overall recruitment activity and whether that’s going up or down.
Want a more detailed methodology? Jump to the end and check it out.

As always, we look at the worldwide trends for three common SMB hiring metrics:

• Time to Fill (TTF)
• Total Job Openings (JO) 
• Candidates per Hire (CPH)

Let’s start analyzing!

Main highlights

The three main highlights for this month’s Hiring Pulse are:

• Job activity is back to high levels – especially for the largest and smallest companies
• Candidates Per Hire is at a whole new level
• The Time to Fill metric is the only one that’s relatively normal

1. Time to Fill

For this report, Workable defines “Time to Fill” as the number of days from when a new job is opened to when that job opening is filled. It’s important to understand that definition: jobs that are still open as of the end of June are not included in this graph as they don’t yet have an “end date”. Only the jobs that are filled are included here.

Quick clarification, because people are asking: the data in this chart shows the trendline against the 2019 average as an index of 100, not the actual number of days in TTF.

Got that? Good. Let’s have a look at the monthly TTF trend through to the end of June against the average of 2019, based on jobs that have been filled:

Last month, we pointed to relative stabilization in the Time to Fill trend especially compared with the steep drop seen in the first quarter of 2023.

Q2 tells a somewhat different story – April saw an uptick to 83.3 from March’s 81.9, with that trend dropping to 80.8 for May. And now, in June, it’s risen again to 84.

The question is: how anomalous is this? The answer: not unusual at all. Look at how 2021, 2022, and 2023 compare in the same chart:

With some minor outliers, these all follow a relatively similar trend – a steep drop-off from January to March followed by relative stabilization and a mild uptick to June.

The only thing that’s clearly different is that the Time to Fill trend is lower this year than in previous years. Jobs are getting filled quicker than before.

We’ve gone into a multitude of reasons and theories as to why – but for this month, let’s get to Job Openings and then, especially, to Candidates Per Hire which is where the real story is (yes, again).

2. Total Job Openings

Total job openings represent the total number of job openings activated across the entire Workable network.

As stated above, we’re displaying this as an average of job postings per company in the network. And because this is not contingent on job opened/filled dates like TTF and Candidates per Hire, we can simply look at the raw job open numbers up to the end of June.

Again, we see a bump in job activity, this being the second straight increase from the previous month from 7 new job postings per company across the board in May to 7.6 for June.

We’ve been at 7.6 before, in March, but what’s worth noting is that in the 18 months since January 2022, we’ve seen the average number of job postings per company go higher than 7 just four times, and three of those happened in the last four months.

There’s been a lot of talk (including in the Hiring Pulse reports) about recessions and AI impacting jobs. We’re surmising here that the impact is more in how jobs are changing rather than dwindling. New gaps and opportunities are being discovered, and new jobs are created as a result.

Now, look at the company sizes that are seeing the biggest jump in job activity. First, the big kids on the block (enterprise-level, 200+ full-time employees) are opening up more jobs over the last two months than the previous month before that – from 16.6 job postings per company in April to 17.5 in May, then 18.2 in June. If you look at 2022, you’ll see that job activity for that size bucket was higher although declining, while this year, it’s lower but rising.

Now, let’s look at the small kids on the block (>50 FTEs): they’re up to 5.8 jobs per company in June from 4.9 in May. That’s an increase of nearly one full new job posting per small business on average within a month.

We did a bit of math last month and let’s do it again: let’s say an average company in this size bucket has 30 full-time employees.

When you see the average of 4.9 new job postings for May, that’s more than 16% of that company’s entire workforce, or one in seven.

And 5.8 is 19.3% of that entire company’s workforce – nearly one in five.

Think about your own company, if you’re in a smaller one. Look at the people around you (or look at the faces on your laptop screen, if you’re working remotely). Imagine one in five of those people being new within the last month, or that you’re seeing one in five of those people leaving. That’s not an insignificant number for a small business. Hiring is very active in this bucket.

Now, let’s look at the candidates. Yes, we promised a good story, and you’re getting it now.

3. Candidates per Hire

Workable defines the number of candidates per hire (CPH) as, succinctly, the number of applicants for a job up to the point of that job being filled. Again, remember, this is a trendline using the 2019 CPH average as a baseline of 100, not the actual number of candidates per hire.

Now that Let’s look at what’s going on here through June:

We didn’t think this was going to happen, but there it is – the Candidates Per Hire trend has just surged. The CPH trend is now at 176.7 for June 2023 (or 76.7% more candidates per hire than the average of 2019).

It’s absolutely at its highest point in, like, ever. To further demonstrate how high this is, let’s compare June’s CPH using 2020, 2021, and 2022 as benchmark averages:

In short: where candidates per hire for June 2023 is 76.7% higher than the average of 2019, it’s 50.2% higher than the 2020 average, 67.4% higher than the 2021 average, and 70.3% higher than the 2022 average. No question about it – June is very, very high no matter what year you compare it against.

We’ve talked aplenty about the many different reasons why, and we encourage you to go to previous Hiring Pulses to better understand this trend. Right here, we’re just going to recognize that if you’re getting slammed with candidates every time you open up a new job, you’re absolutely not alone.

What’s going on here?

Job openings are up, quite significantly, especially for small businesses. And the CPH trend is, of course, at previously unseen levels. Last month, we noted the drop in new job postings and the rise in CPH and wondered if the two were related.

In this case, we’re seeing a significant rise in both. The hiring landscape is just so very, very busy. There are just so many candidates for a single job – it’s like opening a leak in a dam and having the water just come rushing through.

When a lot of that activity is happening in smaller companies with fewer than 50 employees, you can imagine the stress on those hiring teams – smaller businesses don’t have the luxury of a full HR team that can dedicate themselves to the job.

An executive in a small business can often be the hiring manager for a job – and may even themselves be the recruiter, the background checker, the assessor, the evaluator, and more.

And doing this across the company for multiple jobs (remember, nearly one in five employees per small business as we stated above) while at the same time trying to run a business – it can be a lot to pack into a day. That’s where software (cough cough) can be pretty helpful.

See you next month!

Thoughts, comments, disagreements? Send them to content@workable.com, with “Hiring Pulse” in the subject heading. We’ll share the best feedback in an upcoming report. Watch for our next Hiring Pulse in May!

The Hiring Pulse: Methodology

Because one of the three metrics (Job Openings) is different from the other two metrics (Time to Fill and Candidates per Hire), we’re adopting two very distinct methodologies.

To bring the best insights to small and medium (and enterprise-level) businesses worldwide, here’s what we’re doing with the Job Openings metric: we’re taking the number of job openings in a given month and dividing that by the number of active companies in our dataset, and posting that as an average. For example, if July 2022 shows the average Job Openings per company as 7.7, that simply means each company posted an average of 7.7 jobs that month.

For the Time to Fill and Candidates per Hire metrics, we’re comparing a specific month’s trend against the full average of 2019, and we show the result using that 2019 average as a baseline index of 100. For example, if July 2022 shows an average Time to Fill of 30 days for all jobs, and the monthly average for all of 2019 is 28, we present the result for July 2022 as 107.1 – in other words, 7.1% higher than the average of 2019.

And we chose 2019 as the baseline because, frankly, that’s the last normal year before the pandemic started to present challenges to data analysis among other things.

The majority of the data is sourced from businesses across the Workable network, making it a powerful resource for SMBs when planning their own hiring strategy.

The post Your Hiring Pulse report for July 2023 appeared first on Recruiting Resources: How to Recruit and Hire Better.

There is no dilemma regarding whether to fire employees or hire new ones in the AI era. It simply requires a fresh perspective on the workforce of your company.

Workforce planning has become more important than ever, and both companies and employees must demonstrate flexibility in this regard.

Workable’s CHRO, Rob Long, says: “Right now people are still really trying to understand how this will impact the workforce. Some of the impacts and benefits are clear at a high level but much less certain when it comes to knowing exactly the extent to which it will impact certain functions or roles.”

“Right now people are still really trying to understand how this will impact the workforce. Some of the impacts and benefits are clear at a high level but much less certain when it comes to knowing exactly the extent to which it will impact certain functions or roles.”

By customizing your hiring strategy and identifying areas that humans can collaborate using AI tools, you can reach new heights in terms of performance and efficiency.

Let’s dive into the creation of a successful workforce planning strategy.

Human workers and AI can collaborate

There are several ways to describe the practice of collaboration between human workers and AI. It can be found online under names such as Combining Intelligence, Collaborative Intelligence, Integrated Intelligence, or Augmented Intelligence. All these terms are based on one specific notion: AI is not here to replace human workers, but to augment their capabilities.

Related: How AI can enhance human skills and collaboration at work

As an HR professional, you need to identify the areas where your human workers and AI can collaborate. This first requires a deep understanding of the tasks that your employees perform and the tasks that AI can perform better – and the difference between each.

According to a Harvard Business Review, humans require both cooperative and competitive skills to effectively work with AI systems. Cooperative skills include data-centric skills, AI literacy, and algorithmic communication, while competitive skills encompass emotional intelligence, holistic thinking, creativity, and critical thinking.

On the other hand, AI systems need to develop cooperative skills like natural language processing, explainability, adaptability, and context awareness, while their competitive advantages lie in analytical capacities, generativity, and performance at scale.

Organizations are advised to strike a balance between investing in human skills and technological capabilities to foster a symbiotic relationship between humans and AI.

Current employees will be affected by AI

It’s essential to understand how AI will affect your current employees before shaping a solid workforce planning strategy. Some of your employees may have concerns about their job security or their ability to adapt to new technology.

It’s your job as an HR professional to address these concerns and provide training and support to help your employees adapt to the changing workplace.

According to a survey by Qualtrics, employees see the potential positive impact of AI in the workplace primarily in terms of increased productivity. This includes automating repetitive tasks, allowing employees to focus on more complex work, and enabling faster and advanced data analysis.

The main concerns expressed by workers regarding AI’s impact are the loss of the human element in work (highlighted by 55% of respondents) and the potential erosion of critical thinking skills (selected by 52% of employees).

One of the greatest worries among employees is the possibility of AI replacing jobs altogether. About 68% of respondents believe that some jobs are at risk due to AI, and 23% feel that their own jobs are in jeopardy. There is also confusion and concern regarding policies related to AI in the workplace.

Nearly 60% of employees either state that their company lacks an AI policy or they are unaware of such a policy, leaving them uncertain about what is allowed or not in relation to AI usage.

Perhaps some jobs will be lost or incorporated into larger disciplines. To alleviate employees’ fears of AI taking their jobs, it is crucial to provide them with clear communication and transparency about the role of AI in the workplace.

This can involve comprehensive and ongoing training programs that focus on upskilling and reskilling employees to adapt to the changing work landscape and take advantage of the opportunities presented by AI.

Additionally, creating a culture that values and rewards human skills, such as critical thinking, creativity, emotional intelligence, and problem-solving, can reinforce the importance of these unique abilities alongside AI technologies.

New employees will be affected too

As an HR professional, you need to understand how potential new employees will be affected by AI. This means looking at the skills and knowledge required for jobs in the future and adjusting your hiring strategy accordingly.

An astonishing new survey conducted by Intelligent finds that 86% of hiring managers believe that having ChatGPT can be more valuable than a college degree for entry-level jobs.

Skills related to data analysis, AI literacy, and the ability to work effectively in collaboration with AI systems are highly sought after in the AI era.

Soft skills such as critical thinking, creativity, and problem-solving are more important now than ever. These are skills that are difficult to automate and are likely to become more valuable as AI becomes more prevalent in the workplace.

You can adjust your workforce planning strategy according to the latest developments and the real needs of your company, keeping in mind that AI is still a tool and not an enemy of humans.

Change your strategy for hiring people

According to a report by Accenture, 84% of business executives believe they need to use AI to achieve their growth objectives. You are probably among that group.

As an HR professional, you need to adapt your hiring strategy accordingly. You must begin searching for employees who possess the skills and knowledge required to work alongside AI. Additionally, if you are a team manager, you can offer guidance and assist your employees in upskilling and preparing to incorporate AI into their workdays.

To implement changes in your workforce planning strategy, you need to build a business case for change. This means using data to show the potential benefits of integrating AI into your workforce. You also need to consider the budget required to implement these changes.

However, there is no need to panic. Actually, we are presently living in a transitional period where we need to stay vigilant while also dedicating time to prepare for what the future holds.

Implementing new workforce planning should only happen when we have a clear understanding of our company’s needs and feel prepared to take action.

Hiring, firings, reorganizations and outsourcing

Once you have built a business case for change, you need to create a timeline for implementation. You can reassess the existing team structure, make new hires, or outsource based on this agreed timeline. It is essential to communicate it clearly to your employees and provide training and support to help them adapt to the changes.

If you know your team’s strengths and weaknesses, you can make an informed decision about using AI in the workplace.

Does it mean investing in new hires who are more familiar with new technologies? Does it mean providing reskilling opportunities to your existing employees?

Any decision must be made based on an organized plan and with careful consideration. In some cases, reorganization may be the best option for your company, while in others, outsourcing may be necessary due to time constraints. Consider AI tools as a way to enhance your employees’ abilities and continue investing in both new technologies and personnel.

There is only one word that accurately describes effective workforce planning for both employees and HR professionals, and that is adaptability.

“People are very aware that for many roles times are changing, so hiring people who are adaptable and comfortable with change is more important than ever.”

“People are very aware that for many roles times are changing, so hiring people who are adaptable and comfortable with change is more important than ever. The impact on productivity for certain roles will certainly be on people’s minds. Do they need to hire 10 or could they hire six now and get the same results?” Rob Long comments.

“But I don’t think many people have worked it out just yet. One clear change is the increase in roles related to creating AI technology, those are increasing rapidly and you can see companies investing more heavily here.”

The post Workforce planning strategy in the AI-driven economy appeared first on Recruiting Resources: How to Recruit and Hire Better.

Using conversational AI in recruiting can help us be better recruiters in everything from sourcing the best talent to drafting engaging job descriptions.

As with anything, integrating AI into recruiting workflows is not without its challenges – particularly in training and onboarding your recruiting team to use it.

Many professionals in the recruiting industry either misunderstand what ChatGPT does and how it can help them get more done and be better at their jobs. Some are afraid – not without reason – that incorporating AI tools in recruiting may remove the human element and dehumanize the recruiting process, or even replace their jobs.

It’s important to remember that ChatGPT is a tool – it’s not here to replace our jobs but to help us be better at them. It’s designed to augment and enhance human ingenuity and innovation, by freeing up time from routine and administrative tasks and freeing up more time for more strategic, higher-value decision-making.

We’ll help you clear up the misunderstanding around these myths and serve as a strategic guide on how to train recruiters to use ChatGPT in recruitment and navigate potential challenges that may arise in the process.

Training teams to use ChatGPT in recruitment

Imagine having your very own HR virtual assistant who never gets tired, does exactly what you ask of them, is available 24/7 a day year-round, is at all times eager and willing to help, and incorporates any feedback you give them as you go.

That’s the benefit of using ChatGPT in your recruiting process. However, as with all tools, there’s a right way and a wrong way to use it effectively. Incorporating ChatGPT into your recruiting workflows will take an initial period of training and onboarding as your team adjusts to the technology.

Introduction to ChatGPT

To best get your recruiting team up to speed, we recommend hosting interactive sessions that showcase ChatGPT’s potential use cases and abilities in action.

You can use either pre-recorded videos or a live demo, walking through the ChatGPT AI and showing your team example prompts and scenarios of using it for recruiting purposes like creating job descriptions and sourcing candidates. This will give your recruiting team ideas on how they can use it for themselves.

This initial step helps your team see for themselves how ChatGPT can save them time and save more time and energy on more important decision-making.

Remember, familiarity with ChatGPT doesn’t happen overnight. The goal at this stage is to get your recruiting team curious about ChatGPT and show them the possibilities of what it can do for them.

It’s best to learn on the job

A big part of the process of becoming proficient in ChatGPT and other AI tools is in hands-on experience – experimenting and trying different things to test its limits and get a sense of what it can and can’t do.

Organizing practical training sessions is a great way to facilitate this process. Your recruiters can interact directly with ChatGPT and practice doing things like crafting job descriptions, generating interview questions, playing around with different prompts, and seeing how the language model responds.

This will not only help your recruiters get more comfortable with ChatGPT, but it will also help them learn how they can adapt it to their needs. They’ll see through first-hand experience how it can help them in their day-to-day jobs.

Templates are all well and good, but the best results from ChatGPT often come as a result of you playing around with it and exploring what it can do. Your recruiters can benefit more from your training sessions and onboarding with practical examples.

Let’s look at a few examples of use cases of ChatGPT in recruitment:

1. Creating interview questions

From a pre-made job description, ChatGPT can help create relevant interview questions that you can tailor to fit the role and the company. It may surprise you with what it comes up with.

Be specific, relevant, and detailed in your prompts, and give ChatGPT as much context as is needed. Mention things such as the job title, several job requirements, and anything else specific to the role.

Example prompt: “Generate interview questions for a software developer with a focus on Python and machine learning.”

You can also ask it to tweak and modify its response to suit your needs, such as including more questions or fewer.

Example Prompt: “Let’s narrow it down to 10”

You can even have it generate practical exercises for the interview.

Example Prompt: “What’s an example practical exercise you might give to someone in this position? This can be an assignment that takes a few hours to complete and is due the following day.’

2. Writing Boolean search strings

Give ChatGPT the requirements and preferred experiments for a job, and it can help you create search strings to help source candidates.

Example prompt: “Create a Boolean search string for a nurse with pediatric experience in New York. The candidate must have 3 years relevant experience in a clinical setting and be based in New York.”

Remember that potential candidates may phrase their job experience differently, so play around with different variations.

3. Integrating ChatGPT into workflows

You can also show your recruiters how to build ChatGPT into their recruitment workflows alongside the other tools and software their familiar with. Show them ways they can use it, such as:

Integrating with your Applicant Tracking System (ATS): Asking ChatGPT to draft email communication with job candidates through their ATS. Example prompt: “Create a follow-up email for a candidate who interviewed for the software engineer position last week.”

Interview scheduling: If you use a digital calendar tool for scheduling, your team can ask ChatGPT to craft an appropriate interview invitation. Example prompt: “Write an invitation for a second-round interview for a sales representative role.”

Candidate feedback: After the interview, recruiters can use ChatGPT to deliver personalized feedback. Example prompt: “Draft a polite rejection email for a candidate who was not selected for the marketing executive position.”

These are just a few examples. ChatGPT is extremely flexible and versatile and can be used right alongside a variety of tools like ATS or CRM systems.

4. Running mock scenarios

Hosting practice sessions and exercises with ChatGPT is a great way to help your recruiting team build confidence with ChatGPT, to make sure they understand how it works and how they can use it in their job. Here are some scenarios you can simulate:

Candidate screening: Give your recruiters a fictional resume, and have them generate potential interview questions using ChatGPT based on the resume. Example prompt: “Generate interview questions for a candidate applying for a project management role with experience in agile methodologies.”

Candidate sourcing scenario: Have your recruiting team create a Boolean search string given a hypothetical job role and a list of required qualifications and skills. Example prompt: “Create a Boolean search string for a data analyst role requiring Python, SQL, and knowledge of machine learning techniques.”

Candidate outreach scenario: Ask your recruiters to practice reaching out to a potential candidate, using ChatGPT’s help. For example, a prompt they might use is: “Draft a candidate outreach email for a senior graphic designer position”

These are just a few examples. The goal is to provide realistic advice and help them understand the range of tasks ChatGPT can help with.

Provide ongoing learning and support

Advancements in AI technology happen parabolically. Hardly a week goes by when we don’t hear about how ChatGPT is poised to revolutionize a given industry or make another one obsolete. It’s still new, exciting, and scary territory, and people are still unsure about whether it’s a good or bad thing.

Staying ahead of the curve as AI continues to develop means providing your team with ongoing support, such as:

Provide regular training sessions: Organize regular training sessions as ChatGPT and the other AI tools you use to build and update new features or improvements. This way, recruiters are always knowledgeable about the latest developments and can use the tool to its full potential.

Create a resource hub: Consider creating a repository of knowledge and resources where your team can access ChatGPT prompt templates, guides, videos, and example use cases. This can be a collaborative Google doc that your team adds to over time.

Establish a support team: Consider designating an established team or person to provide real-time assistance to any recruiters who encounter difficulties or have questions regarding ChatGPT – including in recruitment work. This can be part of your existing IT or HR team if you have a small business.

Provide feedback channels: Have a way for recruiters to offer feedback or report any issues or problems with ChatGPT so that problems can be resolved quickly. This can also provide useful insights for future training

Ensure a smooth transition

Just because you onboard your team with ChatGPT doesn’t mean that all your team members will be on board, so to speak.
Addressing concerns proactively will help the doubters and the fearful among your recruiting team that AI is not here to replace their jobs, but to help them focus on more strategic tasks that require a human touch.

Here are some ways you can smooth out any bumps in the road and keep resistance to ChatGPT to a minimum:

1. Be clear on what and why

It all starts with open, honest transparency. Let your team know why you’re advocating for ChatGPT in recruitment, the benefits it has, and how it can help them get more done in less time. Emphasize at every stage that it’s a tool meant to assist them, not replace them. This will help manage expectations and alleviate concerns.

2. Integrate gradually

Introduce ChatGPT gradually into your recruitment workflows. Identify areas in your existing processes where they can be used. Find opportunities for integration, particularly any repetitive or monotonous tasks that require significant human effort. Start small at first with simple tasks, like boolean search strings.

As your team dips its toes in the water, scale its usage internally. This allows team members to adapt to the technology at their own pace and reduces potential overwhelm.

3. Showcase and celebrate successes

Provide a positive narrative and build associations within your recruiting team, by sharing the success stories about how ChatGPT has benefited certain team members.

This will help foster positive perception and wider acceptance.

4. Ensure a continuous learning experience

Foster a culture of collaborative learning and adaptation. As new features in ChatGPT and other AI tools roll out, your team should be prepared to adapt and evolve with them. Update your team regularly with new features and improvements to ChatGPT. Celebrate the team members who use it effectively, and encourage them to showcase what they learn.

Create the future by embracing ChatGPT for HR

Leveraging AI tools like ChatGPT is a strategic step towards transforming the way your recruiting team does things, for the better.
When you have ChatGPT automate your routine tasks, it allows your recruiters to focus on what matters – people. That’s what makes it such an exciting time to be a recruiter in the age of AI.

Embrace this change and harness the power of AI for more efficient, more data-driven, and more human-centric recruitment. The future is not to be feared, but to be created. We invite you to explore what ChatGPT can do for your recruiting and HR teams in our vast library of tutorials.

The post ChatGPT in recruitment: how to teach your teams to use it appeared first on Recruiting Resources: How to Recruit and Hire Better.

Exit interviews play a crucial role in gaining valuable insights into employee turnover, helping organizations improve their retention strategies and foster a positive workplace culture.

However, traditional methods of analyzing exit interview data can be time-consuming, subjective, and limited in scope.

Let’s explore how ChatGPT, an AI-powered language model, can support your exit interview efforts by creating engaging reports for your manager.

Why to use ChatGPT for your exit interview reports?

Using ChatGPT for creating reports based on exit interviews data can greatly benefit HR professionals.

ChatGPT’s capabilities in data analysis, natural language understanding, and summarization allow it to efficiently process and interpret the data, saving valuable time and effort.

By leveraging ChatGPT’s abilities to identify patterns, trends, and key insights, HR professionals can gain a deeper understanding of employee sentiments, reasons for departure, and areas for improvement.

The generated reports can be concise, yet comprehensive, providing a valuable overview of the exit interviews data.

This, in turn, empowers HR professionals to make data-driven decisions, develop targeted retention strategies, and drive improvements in employee satisfaction and engagement.

Ultimately, ChatGPT’s support in report creation based on exit interviews data enhances the HR professional’s ability to extract meaningful insights and take informed actions to strengthen the organization’s workforce.

Related: Exit interview questions and answers

Analyzing Exit Interview Data

Conducting numerous exit interviews can be daunting when it comes to analyzing them. Fortunately, it is easier than ever to write down your notes and transform them into effective reports.

There are many tools available to help you with this. Microsoft Office and Google Docs, for example, can assist you in taking notes and providing reports to your managers. However, you need to be proficient with these software programs to take full advantage of all the available options they offer.

In addition, you can use online tools easier to manage like SurveyMonkey or Google Forms to do your work in less time.

If you are looking for something quick and almost effortless, you can use AI tools to extract your outcomes and take action immediately.

Workable’s new AI features, for example, can help you by suggesting questions and taking automated notes during exit interviews. All you need to do is fit them to your own tone, and use them to create efficient results.

Using ChatGPT for exit interviews analysis

Here, we are going to use ChatGPT to show you how easy you can build a report based on the feedback from exit interviews.

First gather all the answers (notes or transcripts) given to the same question for all participants in a Google doc or your preferred desktop app. Go to ChatGPT and use this prompt before adding your text:

The below transcripts contain answers to` [interview question]. Could you please create a bullet list of similarities and differences for me?

Check the answer and copy the information contained as they are important for your report.

If you want to delve deeper, you can incorporate details about their salary, role, and department, even without cleaning properly your data, and request ChatGPT to generate a table for you containing concise responses to all your inquiries.

For example you can use this prompt:

Can you build a table for me based on the given data containing employee names, their department, their role, their wage, their years at the company, the reason of leave (between 1-6 words), overall experience (1-6 words) Training satisfaction (yes or no), what satisfied them the most (1-6 words), treatment by supervisor (1-6 words), and recognition of work (1-6 words)?

And voilà…

You can adjust your query depending on your company needs.

Building reports from exit interviews

Now you have all the critical information for your record. If your manager wants to build a report and email them, you can continue using ChatGPT:

Could you please build a report for my HR manager summarizing the reasons for leave and including points for improvement based on the above data? My name is Anna Morrison, I’m an HR assistant, my company name is System Force, and my HR manager is named Nick Smith.

Based on our sample data we received this answer.

Subject: Exit Interview Analysis
System Force, HR Department
Date: June 21

Dear Nick Smith,

I am writing to provide you with an analysis of employee exit interview based on the reasons for leave obtained from exit interviews. This report aims to highlight the primary reasons employees have chosen to leave the company and suggest points of improvement to enhance employee retention.

Reasons for Leave:

• Personal relocation: One employee mentioned leaving due to personal relocation. While such circumstances may be beyond the company’s control, it is essential to explore options for supporting employees during significant life changes to retain valuable talent.
• Career growth opportunities: Two employees cited the lack of career growth as a reason for leaving. It is crucial to provide clear career paths, offer regular performance evaluations, and identify opportunities for advancement within the organization. Promoting internal mobility and professional development programs can help address these concerns.
• New job opportunity: One employee mentioned leaving for a new job opportunity. Conducting stay interviews with employees and actively identifying their career aspirations can help identify and address any potential flight risks proactively.
• Work-life balance: One employee cited the need for better work-life balance. Promoting and fostering a healthy work-life balance, such as implementing flexible work arrangements or offering employee wellness programs, can contribute to improved job satisfaction and retention.
• Unhealthy work environment: One employee cited an unhealthy work environment as the reason for leaving. It is crucial to assess and address any issues related to workplace culture, communication, and employee well-being to ensure a positive and inclusive work environment for all employees.

Points of Improvement:

Based on the analysis, here are some suggested points of improvement to enhance employee retention:

• Enhance career development opportunities: Create clear career paths, provide regular feedback and performance evaluations, and offer training and development programs to support employees’ professional growth.
• Promote work-life balance: Implement policies and programs that support work-life balance, such as flexible work arrangements, wellness initiatives, and promoting a healthy work environment.
• Foster a positive work culture: Encourage open communication, collaboration, and recognition to create a supportive and inclusive work environment.
• Conduct stay interviews: Regularly engage with employees to understand their aspirations, concerns, and needs, and address any potential flight risks proactively.
• Strengthen talent retention strategies: Implement programs and initiatives to recognize and reward employees’ contributions, provide competitive compensation and benefits, and foster a positive employee experience.

By addressing these areas of improvement, we can enhance employee satisfaction, engagement, and ultimately improve employee retention within the organization.

Please let me know if you require any further information or assistance in implementing these suggestions.

Thank you for your attention to this matter.

Sincerely,

Anna Morisson
HR Assistant

You can edit this report based on your experience, knowledge, and the needs of your organization.

Briefly, we saw that ChatGPT can assist you in writing a comprehensive report for your manager by instantly providing the most useful data such as participation rates, main reasons for exiting, areas of improvement, and ideas for conducting comparative research, if necessary, to compare your employee exit data with industry benchmarks.

Additionally, ChatGPT can help you continue your analysis by providing information on employee retention rates, engagement levels, and turnover costs based on the data you will share.

In short, save time creating a detailed and valuable exit interview report using ChatGPT, focus on how you and your organization can act to boost retention and reduce staff turnover. Take the feedback seriously and start working on a better future for your company and its culture.

The post Create exit interview reports in minutes using ChatGPT appeared first on Recruiting Resources: How to Recruit and Hire Better.

ChatGPT offers multiple ways in which it can offer assistance, such as aiding in the exploration of data, making predictions and suggestions, and conducting sentiment analysis.

In this article, we will help you discover the possibilities of taking away solid tips for improving your company and increasing employee retention.

Benefits of using ChatGPT for exit interviews

ChatGPT offers several benefits to HR professionals conducting exit interviews and analyzing the collected data. Here are the key advantages of using ChatGPT for exit interviews analysis:

1. Quick access to information

ChatGPT provides instant access to relevant HR resources, including guidelines, best practices, and documentation.

HR professionals can quickly find answers to their questions, explanations of concepts, and receive guidance on conducting effective exit interviews.

2. On-demand support

HR professionals can rely on ChatGPT as an on-demand support system. They can seek clarification, guidance, and tips on various HR topics related to exit interviews.

ChatGPT offers immediate responses, helping professionals overcome challenges and gain valuable insights without depending on others for assistance.

3. Streamlined data analysis

ChatGPT assists HR professionals in efficiently analyzing exit interview data. It provides recommendations on data preprocessing techniques, handling missing values, and addressing data quality issues specific to exit interview data.

This streamlines the analysis process and ensures accurate and reliable insights.

4. Improved decision-making

ChatGPT offers guidance on interpreting exit interview data and deriving meaningful insights. HR professionals can make data-driven decisions based on the analysis results, leading to improvements in retention strategies and employee satisfaction.

With data-driven insights at your fingertips, you can make informed choices, develop targeted strategies, and enhance employee satisfaction and retention.

The flexibility and continuous learning capabilities of ChatGPT ensure that your analysis remains relevant and adaptable to evolving workforce dynamics.

Now, let’s learn how to use ChatGPT to gain insights for your offboarding employees.

ChatGPT prompts for exit interview outcomes

Depending on the data that you wish to share with ChatGPT, you can use relevant prompts to assist you in achieving your desired outcomes. We recommend importing data such as names, salaries, department, exit interview notes containing reasons for leaving, and satisfaction levels regarding various aspects such as rapport with managers, benefits, learning and development processes, and communication between departments. Additionally, you can ask for areas of improvement and gather useful feedback for your ChatGPT data analysis.

The more detailed your dataset is, the more detailed your outcome will be.

Let’s see a few prompts you can easily use below:

Prompt: “What are the common reasons cited by employees during exit interviews?”

This prompt can help HR professionals analyze the recurring themes and factors leading to employee turnover within the organization.

Prompt: “Identify any patterns or trends in the exit interview data.”

This prompt encourages ChatGPT to analyze the data and provide insights into any noticeable patterns or trends regarding employee departures.

Prompt: “Highlight the most frequently mentioned areas for improvement based on exit interviews.”

By using this prompt, HR professionals can identify the key areas that need attention and improvement within the organization, as expressed by departing employees.

Prompt: “Provide suggestions for enhancing employee satisfaction and reducing turnover based on exit interview feedback.”

This prompt prompts ChatGPT to generate actionable recommendations based on the feedback gathered during exit interviews, helping HR professionals address employee concerns and increase job satisfaction.

Prompt: “Analyze the sentiments expressed in exit interview comments.”

By analyzing the sentiments expressed by departing employees, HR professionals can gain an understanding of the overall sentiment and emotional experiences associated with leaving the organization.

Prompt: “Compare the exit interview feedback across different departments or teams.”

This prompt enables HR professionals to compare and contrast the exit interview feedback received from different departments or teams, helping identify any specific challenges or areas of improvement within each unit.

Prompt: “Identify any recurring issues or concerns raised by employees leaving for competitor organizations.”

By using this prompt, HR professionals can gain insights into the specific factors that may be attracting employees to competitor organizations, enabling them to take appropriate actions to retain talent.

Prompt: “Provide an analysis of the most commonly mentioned career development opportunities in exit interviews.”

This prompt prompts ChatGPT to analyze the feedback related to career development and growth opportunities mentioned by departing employees, helping HR professionals understand how to enhance these offerings.

Taking action

We used ChatGPT based on random data to show you how it works.

We generated random data of:

• Names
• Salaries
• Departments
• Years at the company
• Reason for leaving
• Overall experience
• Training satisfaction
• Manager communication
• Recognition of work

Now let’s see the discussion and the feedback we received.

Prompt: “What is the main reason for leaving?”

ChatGPT replied:

Based on the provided exit interview data, it appears that the main reasons for employees exiting the company can be categorized into several key factors:

• Lack of career growth opportunities: Employees like Michel, the Financial Analyst, expressed feeling stagnant in their positions and not seeing clear paths for advancement within the company. Limited opportunities for growth can contribute to employee dissatisfaction and prompt them to seek new opportunities elsewhere.
• Workload and work-life balance: Sarah, the Marketing Manager, mentioned difficulties in maintaining work-life balance due to high workloads. This factor can lead to burnout and negatively impact employee well-being, prompting them to leave in search of a better balance.
• Poor company culture and values alignment: Jasmine, the Human Resources Generalist, highlighted a misalignment between the company’s culture and her personal values and goals. When employees feel that their values are not respected or aligned with the organization’s, it can lead to disengagement and a desire to find a better cultural fit elsewhere.
• Communication and coordination challenges: Emily, the Customer Support Specialist, mentioned poor communication between teams, causing delays and confusion. Ineffective communication can hinder productivity and collaboration, leading to frustration and ultimately contributing to an employee’s decision to leave.
• Lack of recognition and appreciation: Mark, the Sales Representative, expressed a lack of recognition for his contributions, despite meeting and exceeding sales targets. When employees feel undervalued and unappreciated, it can impact their motivation and job satisfaction, making them more likely to seek opportunities where their efforts are recognized.

Prompt: “What changes can we make to prevent resignations and increase employee retention?”

ChatGPT replied:

To address the identified reasons for employee exits and prevent them from occurring, organizations can consider implementing the following changes:

• Provide clear career development paths: Create transparent career advancement opportunities and development plans for employees. This can include training programs, mentorship initiatives, and regular performance reviews to help employees see a clear path for growth within the organization.
• Promote work-life balance: Encourage a healthy work-life balance by implementing policies that support flexible work arrangements, offering employee assistance programs, and promoting time management and stress reduction techniques. Prioritize employee well-being to prevent burnout and increase job satisfaction.
• Cultivate a positive company culture: Develop and communicate a strong company culture that aligns with the organization’s values and promotes inclusivity, respect, and open communication. Regularly assess the culture and make necessary changes to ensure it remains supportive and engaging for employees.
• Improve communication and coordination: Enhance interdepartmental communication channels, promote collaboration tools, and establish clear lines of communication to minimize delays and confusion. Foster a culture of effective communication and encourage teamwork to improve coordination across teams.
• Recognize and appreciate employee contributions: Implement a robust recognition and rewards program that acknowledges and appreciates employee achievements. This can include performance-based incentives, public recognition, and opportunities for career advancement tied to exceptional performance.
• Enhance leadership and management practices: Train managers and leaders to adopt a supportive and empowering leadership style. Encourage transparent decision-making, solicit employee feedback, and involve employees in decision-making processes when appropriate. Create an environment where employees feel valued and heard.
• Foster diversity and inclusion: Implement diversity and inclusion initiatives that promote a welcoming and inclusive work environment. Train employees on unconscious bias, address any issues related to discrimination or microaggressions, and establish diverse hiring practices to ensure a diverse and inclusive workforce.
• Invest in employee training and development: Provide comprehensive training programs and professional development opportunities to enhance employees’ skills and knowledge. Support employees’ career aspirations by offering resources for acquiring new skills, attending conferences, and pursuing certifications.

Based on the data you have shared with ChatGPT, you can proceed with more in-depth questions. For instance, if you take notes on the benefits or communication flow within the organization, you can request GPT to provide you with more specific and focused information.

In a more complex scenario you may want to create a dataset with details such as employee participation in the exit interview process or the sentiment of leave which will affect your employer branding. You shall repeat the above procedure and modify your questions.

As you can easily conclude, ChatGPT can be an insightful assistant for your HR efforts in terms of retention and organizational improvements.

As an expert, you must confirm that the chatbot’s answers are aligned with the given data and your questions before preparing a comprehensive report for your manager.

Feel free to add your data and start automating this procedure in order to save time for implementation.

The post Exit interviews: ChatGPT prompts for valuable insights appeared first on Recruiting Resources: How to Recruit and Hire Better.

First things first, let us take a moment to elaborate on what employer branding actually is. Employer branding is all about how people see a company’s values and work environment. It includes everything the company does, whether on purpose or not, to promote its unique identity as an employer to current and potential employees.

Employer branding has become a critical factor in attracting and retaining top talent. According to a survey conducted by LinkedIn, 77% of candidates say that the reputation of a company is important while 80% of HR leaders think that an employer brand has an impact on their recruiting.

However, the evolving nature of work and the increasing expectations of candidates and employees pose unique challenges to effective branding.

This is where the power of AI tools in HR comes into play.

By harnessing the capabilities of generative AI algorithms, you can transform your company’s branding efforts and create a lasting impact to your employees and to the world.

But how does it happen? Let’s go further to understand better the value that AI automations put in your company.

AI in the HR environment

As an HR professional, you already know the magical benefits that AI can offer. AI tools have shortened the time to ramp, alleviating concerns about the screening process, candidate communication, and tracking. This allows you to focus on more creative tasks while leaving automation to handle the mundane tasks.

At the same time, AI can push forward your efforts for better company branding.

Generative AI can be leveraged to enhance various aspects of branding, from employer branding to internal communication. By tapping into the potential of generative AI, you can elevate your company’s brand identity and establish a compelling narrative that resonates with your audience.

Therefore, the result is that effective branding has a positive impact on potential candidates, as well as on the external world and the power of word-of-mouth. Does this sound like marketing to you?

Marketing obviously has a huge payoff – for example, Avatar: The Way of Water was able to make until now $2.320 billion at the box office on an estimated $200M marketing budget. Of course, you don’t have that much money in your recruitment budget, which means you will need to utilize tools like AI to boost your brand.

Allow us to elaborate.

How AI can be used to boost employer branding

Good branding reflects positively on others. The image a company projects to the public can be reshaped using AI tools. A company that uses automation and keeps up with the latest technological developments to handle repetitive processes, while leaving room to utilize people in more creative processes, appears larger in the eyes of others. This creates a positive perception of your business in the public opinion.

The Society for Human Resource Management (SHRM) reports that 88% of companies worldwide were already using AI in their HR practices, even before the COVID-19 pandemic. This technology is particularly helpful for talent recruitment and selection, and can also enhance employer branding to attract new talent.

Are you still wondering how these concepts could be applied to your company? Let’s take a look at an example.

AI cheat sheet for better employer branding

Imagine a three-year-old company in a crowded startup market which had sought to revamp its branding and establish a strong reputation after the latest developments in AI. They begin experimenting with these tools to transform their approach.

By leveraging generative AI algorithms, this company has developed personalized and captivating employer branding messages. These messages communicate the organization’s mission, vision, and values, express a commitment to employee growth and development, highlight the culture and work environment, share success stories and employee testimonials, and indicate the company’s impact more clearly in the community.

The company utilized AI to create engaging and informative internal communications that fostered a sense of unity among employees.

At the same time, the organization utilized generative AI to create personalized job postings that would catch the attention of potential candidates. By analyzing large amounts of data, generative AI algorithms produced compelling narratives that would resonate with their intended talent pools. This approach enabled them to customize their employer branding messages for various demographics and increased the chances of attracting suitable candidates.

Moreover, the HR department introduced a new referral system to attract more talent with the help of satisfied employees within the company.

As a result, this company witnessed a surge in qualified applicants, an enhanced candidate experience, and improved employee engagement.

Their innovative use of AI tools propelled their brand reputation, positioning them as a forward-thinking and desirable employer in the industry.

Adopting such tools can help your business in two ways. Firstly, it positions your company as one that people want to work for. Secondly, it establishes a reputation as a company with the very best people working for it.

Intensify candidate attraction with AI

In today’s candidate-driven market, providing an exceptional candidate experience is paramount. Research shows that candidates who have a positive experience are more likely to accept job offers, refer others, and even become customers.

More specifically, in a recent survey, 49% of job seekers confirmed that they have rejected a job offer due to an unfavorable experience with the prospective employer. The way that HR professionals handle communications between candidates can boost or harm your brand reputation.

AI tools can transform the whole process of hiring by paying attention to creating a good rapport with those who apply for a vacancy in your organization. The outcome of achieving that can be very beneficial to your company.

Jacob Rios, Co-Founder and CEO of JobSage said: “You don’t have to spend much time on the internet to learn that most online reviews tend to skew negative, so it’s great to see such a high percentage of candidates also sharing their positive experiences.”

“You don’t have to spend much time on the internet to learn that most online reviews tend to skew negative, so it’s great to see such a high percentage of candidates also sharing their positive experiences.”

“It is so helpful and empowering to future candidates,” Jacob continues. “We’ve spoken to many jobseekers in our line of work and most simply want to learn the truth, both the good and the bad.”

Through generative AI-powered chatbots and virtual assistants, candidates can receive personalized responses to their inquiries, obtain relevant information about the company and position, and even receive guidance throughout the application process.

This level of personalized engagement not only enhances the candidate experience but also showcases your company’s commitment to providing a seamless and tailored journey.

AI algorithms can analyze your company’s values, mission, and culture to generate internal communications that resonate with employees. From employee newsletters to internal social media posts, generative AI can help you craft compelling content that captures attention and drives engagement.

The 30-60-90 day onboarding framework and AI copilot by Workable are all examples of how AI tools can increase brand reputation and retention rates.

Employer branding equals reputation

As an HR expert, you should consider brand reputation and employer branding as one. Their parameters overlap, and together they create a whole that affects both the internal and external environment of the company. AI tools can assist you throughout this process, but human intervention will always be decisive when it comes to branding.

A business is driven to progress through its people. Therefore, welcome your people, help them become a part of your culture, provide feedback to those who were declined, and keep your eyes on the positive outcome.

The post Boost your employer branding & retention using AI appeared first on Recruiting Resources: How to Recruit and Hire Better.

We then talked aplenty about AI affecting the job landscape and how there didn’t seem to be as much talk about a recession as there was at the start of this year (which feels like a long, long time ago now).

Now, we’re nearly at the midway mark of 2023, and we’re going to explore our SMB hiring data and see if we can pull up some fresh insights.

Let’s get to work!

How we’re looking at data

We’ve adopted two methodologies in how we look at the Hiring Pulse dataset. For Time to Fill and Candidates per Hire, we’re measuring each month using the average of 2019, the last “normal” year, as a baseline index of 100.

For job openings, we’re taking a different route – simply, the average number of job postings per company. This gives us the opportunity to gauge overall recruitment activity and whether that’s going up or down.
Want a more detailed methodology? Jump to the end and check it out.

As always, we look at the worldwide trends for three common SMB hiring metrics:

• Time to Fill (TTF)
• Total Job Openings (JO) 
• Candidates per Hire (CPH)

Let’s start analyzing!

Main highlights

The three main highlights for this month’s Hiring Pulse are:

• Time to Fill is showing signs of stabilization, but remains at its lowest point in our dataset history
• Job activity is particularly robust for small businesses with fewer than 50 full-time employees
• Candidates Per Hire has come down significantly from last month’s surge – but remains at a high point

1. Time to Fill

For this report, Workable defines “Time to Fill” as the number of days from when a new job is opened to when that job opening is filled. It’s important to understand that definition: jobs that are still open as of the end of May are not included in this graph as they don’t yet have an “end date”. Only the jobs that are filled are included here.

Quick clarification, because people are asking: the data in this chart shows the trendline against the 2019 average as an index of 100, not the actual number of days in TTF.

Got that? Good. Let’s have a look at the monthly TTF trend through to the end of May against the average of 2019, based on jobs that have been filled:

The second quarter of 2023 continues to see relative stabilization in the Time to Fill trend compared with the first quarter, with May’s 80.8 just a small drop from April’s 83.1, which comes on the heels of March’s 81.8.

What’s really worth noting here is how low the TTF trend is in general. These past three months have seen what’s ultimately the fastest Time to Fill trend in our dataset dating back to 2019. What does this ultimately signify? It can be any of the following:

1. A glut of candidates makes it easier to find the right hire in short order
2. A shortage of candidates means hiring teams work faster to land the right hire before the competition snatches them up
3. Hiring teams are getting faster at hiring because layoffs have reduced the number of touchpoints to a hire
4. Hiring teams are becoming more efficient at hiring because they’ve digitally transformed their hiring process (hint, hint Workable and AI)
5. Hiring teams are becoming more efficient at hiring in general

There are many other potential explanations, but the above is worth thinking about.

2. Total Job Openings

Total job openings represent the total number of job openings activated across the entire Workable network.

As stated above, we’re displaying this as an average of job postings per company in the network. And because this is not contingent on job opened/filled dates like TTF and Candidates per Hire, we can simply look at the raw job open numbers up to the end of May.

Once again, job activity sees a little bump: from 6.6 new job postings per company on average in April to a flat 7 in May. It’s not a lot to write home about, especially since historically a jump from April to May is relatively normal (with 2022 being an exception).

What’s more interesting than month-over-month change here is the relative busy-ness of job activity throughout 2023 compared with previous years. It’s busier this year for SMBs (<200 FTEs), but for enterprise-level companies with more than 200 FTEs, job activity is actually slower now than it was at this time last year.

We surmise it’s because larger companies tend to be slower in turnaround and response. Remember all that talk about a worldwide recession at the start of the year, followed by large-scale layoffs? And now, we see slower job posting activity as we approach the end of Q2 compared with the same time last year. That’s all part of the overall business plan.

Another way to look at it is that employees at larger companies may have greater job security in those companies. That, coupled with layoffs, will mean lower employee turnover – and therefore, fewer job postings.

Meanwhile, those smaller, nimbler companies that are more susceptible to turbulent rises and falls in the bottom line will also see greater turnover – we’re seeing that especially in the 1-50 FTE bucket where March’s 5.5 job postings per company, April’s 4.6, and May’s 4.9 are significantly higher than last year at this time (3.5, 3.3, and 3.3 respectively).

Let’s do a little bit of math to put that in perspective – let’s say the average company in the 1-50 FTE bucket has 30 full-time employees. An average of 4.9 job postings is 16% of that entire company’s workforce right there. That’s compared with last year’s 3.3 job postings being 11% of a company’s workforce.

That’s the difference between a turnover of one in seven employees this past May and one in nine employees in May 2022.

Pretty significant.

Now, let’s look at the candidate population for those jobs.

3. Candidates per Hire

Workable defines the number of candidates per hire (CPH) as, succinctly, the number of applicants for a job up to the point of that job being filled. Again, remember, this is a trendline using the 2019 CPH average as a baseline of 100, not the actual number of candidates per hire.

Now that Let’s look at what’s going on here through May:

After many months – more than a year, even – of a Candidates Per Hire trend growing faster than a bamboo tree, we’re finally seeing that number take a plunge from one month to the next. Whether that’s due to April being so high that a drop-off was inevitable or whether that’s due to an actual depletion of the candidate pool, that’s for you to decide.

One thing we’re viscerally cognizant of, however, is that this drop in May could be related to the higher job postings in the previous chart – meaning, when there’s more job postings out there, naturally, candidates will get snatched up as well.

Another scenario worth thinking about: there are three major scenarios in which one might be looking for a job: first, they’re entering the job market because they’re entry-level, coming out of school, moved to a new location, or something similar.

Second, they’re transitioning jobs; simply put, they’re still employed but they’re looking for other jobs out there because it’s time for a change. Third, they’ve lost their job and they’re actively looking for a new one.

So, the increase in candidates per hire in general isn’t simply about a growing candidate pool. It’s also the result of those mass layoffs across the board, leading to candidates more aggressively and actively looking for a new job so they aren’t unemployed for a long period of time. Rather than selectively applying for job opportunities out there, they’re taking the spray-and-pray approach until someone hires them.

This, of course, will drive the CPH up – and it can also be challenging for employers because they need to suss out the real motive of a candidate in applying for their open role. Be careful thinking like this, however. Don’t jump to conclusions. A smartly built evaluation process will identify the real stars for your job.

What’s going on here?

Notice we didn’t touch on AI much at all this time around? While that’s still a hot topic, let’s not get too deep into this month since we’ve covered it so comprehensively in much of our other content. Plus, it remains a very nascent environment.

OK, fine. Let’s talk about AI.

Meanwhile, OpenAI, Nvidia, Microsoft, Google, Amazon, Apple, and the rest of them are investing heavily in AI and machine learning. Out of the 38 new unicorns (startups that break the $1B company value barrier), eight of them are in AI technologies.

If you’re in AI, that’s great, but if you’re in anything else, it’s a tough ocean to navigate. That same report states that overall funding of startups has dropped 44% from May 2022 to May 2023.

We’ll just keep a finger on that AI pulse for the forthcoming months, particularly on how typical skill sets will change going forward. For example, ChatGPT is considered even more valuable than a post-secondary degree by 86% of hiring managers according to an Intellgent.com survey.

And for entry-level candidates, a full 98% of hiring managers would like to see ChatGPT experience for positions where the AI tool is applicable.

These are interesting times. Catch up next month!

Thoughts, comments, disagreements? Send them to content@workable.com, with “Hiring Pulse” in the subject heading. We’ll share the best feedback in an upcoming report. Watch for our next Hiring Pulse in May!

The Hiring Pulse: Methodology

Because one of the three metrics (Job Openings) is different from the other two metrics (Time to Fill and Candidates per Hire), we’re adopting two very distinct methodologies.

To bring the best insights to small and medium (and enterprise-level) businesses worldwide, here’s what we’re doing with the Job Openings metric: we’re taking the number of job openings in a given month and dividing that by the number of active companies in our dataset, and posting that as an average. For example, if July 2022 shows the average Job Openings per company as 7.7, that simply means each company posted an average of 7.7 jobs that month.

For the Time to Fill and Candidates per Hire metrics, we’re comparing a specific month’s trend against the full average of 2019, and we show the result using that 2019 average as a baseline index of 100. For example, if July 2022 shows an average Time to Fill of 30 days for all jobs, and the monthly average for all of 2019 is 28, we present the result for July 2022 as 107.1 – in other words, 7.1% higher than the average of 2019.

And we chose 2019 as the baseline because, frankly, that’s the last normal year before the pandemic started to present challenges to data analysis among other things.

The majority of the data is sourced from businesses across the Workable network, making it a powerful resource for SMBs when planning their own hiring strategy.

The post Your Hiring Pulse report for June 2023 appeared first on Recruiting Resources: How to Recruit and Hire Better.

However, we can get a sense of where job markets are heading by considering how algorithms are being wielded to reshape the workplace.

Tech-supported remoteness

One of the most striking changes is the shift towards remote work. This was inspired initially by the COVID-19 pandemic, and the jury is still out about the extent to which the migration to home offices will become permanent.

But automation technologies and AI have played a key role in enabling individuals to work remotely, a trend that will likely continue.

The growing use of telecommunications, the internet, Internet of Things (IoT) sensing, and cloud services provide a robust infrastructure for heavily decentralized yet effectively coordinated human activity.

As a result, even the diversity of languages becomes less of a barrier to working together through automated language translation.

Technologies like these support almost all facets of remote work. For example:

• IoT sensors provide remote monitoring visibility
• Cloud apps provide remote access to data and functionality
• Robots offer remote control of physical systems
• Employee performance-monitoring systems ensure remote workers are working
• AR/VR systems could provide better telepresence regardless of where workers are physically located

Individuals adept at using these technologies are well-suited to remote environments and hence better able to compete for these jobs.

Digital natives seem very comfortable with online interactions and prefer texting over face-to-face meetings and telephone calls (although they say personal interactions are essential). They tend to be comfortable and productive in virtual digital environments like the Metaverse.

This enables and even improves the serendipity of chance encounters – the utility of which has been one of the main complaints against remote work – because the constraints the physical workspace places on interactions are significantly reduced in cyberspace. Such encounters can be programmed to be random.

Firms face a trade-off between hiring only from the limited population within the physical commuting distance of the physical workplace versus hiring the best talent from the vastly larger pool of people anywhere in the world and dealing with them primarily online.

Brick-and-mortar outcomes

But remote work will only account for a portion of the jobs available in an AI-driven world, so how will AI be used to rethink the traditional workplace?

Experts differ in their forecasts about the future of jobs. The Future of Jobs Report 2020 by the World Economic Forum identifies 10 positions with the sharpest decreases in demand.

Many involve simple, routine administrative or physical tasks that AI and robotics can automate. Examples are data entry clerks, assembly and factory workers, and customer service workers.

Despite expected job losses through automation, many people might remain in these categories of jobs for several reasons.

For example, some people will be retained to handle complex work that cannot be easily automated or to manage exceptional situations such as events that fall outside the range of an AI’s training data (the COVID-19 pandemic’s impact on businesses being a standout example).

The people most likely to retain these jobs will be the most skilled employees. An example is individuals with the experience to spot when a machine’s output does not make sense and what should be done if it is making a mistake or cannot handle a particular situation.

Also, as noted above, AI will create new types of jobs, and a proportion of these could be low-skill positions because the technology will de-skill the more challenging parts of some job types rather than taking them over.

Also, as noted above, AI will create new types of jobs, and a proportion of these could be low-skill positions because the technology will de-skill the more challenging parts of some job types rather than taking them over.

The aforementioned Future of Jobs Report 2020 lists the top 10 jobs with the sharpest expected increase in demand. Examples are data analysts and scientists, digital market and strategy specialists, and IoT specialists.

Most positions arose from the recent development and adoption of internet technology; many are jobs that barely existed 20 years ago. Each job category represents more than just a new type of job title and new sub-industries and ecosystems of software, services, and consultants.

Thus, these technology-intensive jobs are only the tip of the future employment iceberg.

But such lists gloss over the many changes that will affect jobs. Most jobs will likely make more use of data, online communications, and technology to provide visibility, enable coordination, and track outcomes.

Many office workers will use AI-based services such as ChatGPT and Grammarly to augment their communication skills by allowing them to auto-adjust their emails and work-related writing for clarity, tone, and professionalism.

And many workers will interact more with technological platforms such as portals for suppliers, business customers, human resources, and other departments.

Related: Lead a team through AI: an inclusive approach to change

These changes will improve productivity and increase the value that workers help provide to customers.

It follows that individuals with the foresight to gain and update relevant skills will be the ones who can compete effectively for the new jobs on offer.

The human face of AI

As these examples show, when trying to discern the future shape of the employment landscape, it is helpful to focus on how individuals – whether senior managers or subordinates – will use algorithms to improve their capabilities and productivity.

The most significant utility of AI will be in augmenting and enhancing these human capabilities. One of the outcomes will, naturally, be a change in the way people perform their jobs.

Dr. Yossi Sheffi is the Elisha Gray II Professor of Engineering Systems at the Massachusetts Institute of Technology and Director of the MIT Center for Transportation and Logistics (MIT CTL). His recent book is The Magic Conveyor Belt: Supply Chains, A.I., and the Future of Work.

The post AI-human fusion: steering the job market renaissance appeared first on Recruiting Resources: How to Recruit and Hire Better.

Predictions are being made left and right as to what the workplace will look like going forward. Some of these look like wild science fiction, but many companies are already pioneering radical new concepts that push the boundaries of technology and humanity at work.

What are those new developments? We’re not looking at next year – we’re going to go to the future of HR in 2030 … and beyond.

Let’s look at a few of them right now and how HR plays a role:

1. AI-augmented talent

We’re already entering this brave new world of AI co-pilots – that much is known. This is where AI assistants (or co-pilots) work alongside human employees to enhance their skills and productivity. At present, ChatGPT, Google Bard, Anthropic’s Claude and other generative AI tools are being introduced in new workplace policies and training to ensure that employees stay meaningfully engaged in their work while partnered with bots.

Imagine the head of HR helping a team of engineers and researchers join forces with AI assistants to speed up programming and testing cycles – not just in coding and other dev work, but physical design and testing. Policies, processes, and oversights will be implemented to facilitate that collaboration.

2. Micro-learning via brain uploads

Remember the scene in The Matrix where knowledge and skills are uploaded directly into Keanu Reeves’ brain? And he opens his eyes and says in his unmistakable tone: “I know kung fu!”.

This is sort of like that. Skills development may involve implanting knowledge and training directly into your memory for rapid reskilling.

Let’s say the chief learning officer at a manufacturing firm needs to upskill 200 technicians across the country for an urgent project. This CLO would analyze existing skills data, gaps, and needs across the team and deploy the most useful ‘brain upload pods’ for individuals and work teams to optimize productivity. Presto, the team comes in Monday ready to tackle that big new job.

3. 3-D printed workspaces

The rapid restructuring of the working world in recent years has its physical impact as well – those huge skyscrapers in the city center may still exist, but office vacancy rates are at an all-time high. And that’s closely correlated with the start of the COVID-19 pandemic and the rise of the hybrid workplace. Evidently, the traditional workplace just doesn’t work anymore.

Instead of frantically trying to find an existing ideal workplace and locking in a five-year lease, wouldn’t it be great if you could just redesign your office using 3-D printing for increased flexibility, collaboration and even employee satisfaction?

HR can use telepresence robots and AR that engage remote workers with the space, and do it all in modular fashion to make for more robust design flexibility.

4. Supersized virtual workforces

In tandem with the surge in remote and distributed teams, imagine entire networks of remote workers across continents – let’s say Asia or Africa – all accessible within a single platform to scale customized teams for short-term projects.

A head of HR would be able to assemble and manage a team of 50 remote workers for two months – and upload specific knowledge into their brains to speed up onboarding – to tackle a machine learning initiative.

We do have this sort-of ‘talent access’ ecosystem already available in the form of the shared economy (as recruitment expert Hung Lee explains in the following video). We also have agencies that hire out temp workers. Think of it like this, but in bigger, loftier concepts.

5. Exoskeleton suits

Again, we’ve seen this in the movies. Avatar is a good example where exoskeleton technology was utilized to boost performance. Of course real life isn’t a James Cameron movie, but we’re also seeing exosuits in real life in many different forms: