A few weeks ago, OpenAI released a report on what jobs will be most impacted by ChatGPT. You can read it here. The short summary is that a lot of the “good jobs” we were told to go to college for are at risk. Depending what press coverage you’ve read, you’re ready for all kinds of robots to kill all kinds of jobs.
If you read a few of the articles on this report, the percentage impact varies wildly. Some say it will kill 6% of jobs, others say up to 80% of jobs will be “highly impacted.” Everyone has a theory about how this will change the world of work. Emphasis on “theory,” meaning that they’re all guessing.
I’m here to tell you the truth about those data points. They’re all making shit up because the actual answer is 100%. 100% of jobs will be impacted by ChatGPT, but how and at what level is still to be determined. That means it’s probably a good time to reflect on what we know and still need to learn about AI for talent acquisition.
AI Tools Are Only As Good As Their Data
This isn’t the first time automation has caused chaos or come to “kill recruiting.” I’ve been writing about recruiting since 2011. I’ve been pitched on every trend in tech from talent communities to automation, every CRM and ATS. I’ve heard all the promises – unbiased recruiting, speed, etc.
Most of these “solutions” have been a massive let down for one reason no one is willing to admit: the way we’ve always done things is a little messed up. The problem? AI systems learn based on how you do things now. Most of the tools that promise automation are “junk in, junk out” systems. They can only speed up the data in a system that’s kind of working now – which, by the way, often accelerates biases, too.
If they’re not simply over promising and speeding up bias, they’re automating all the wrong things (more on that in part 1 of this series). Oh, and most of these “technology solutions” will run you a couple thousand dollars and a 6-week implementation.
Ideas You Can Use: ChatGPT For Recruiters
ChatGPT has the benefit of being instantaneous and recruiters are already using it to make their lives easier. When I asked everyone how they were using ChatGPT on LinkedIn, I loved the ideas we heard. Here are a few of my favorites you should try right now.
- Job search prep. Creating boolean strings to find jobs, sample interview questions based on the website, and making lists of companies you might want to work at. – Tynesha Haynes
- Finding similar resumes and jobs you can apply to and alternative job titles for a skill set. – Keirsten Greggs
- Find gender-coded language. – Suzanne Iacono
- Draft proposals and presentations to your manager (or clients). – Meagan Rebelo
- Creating boolean strings. – Rob Conklin
Those are just my favorites. You can see the 60+ other ideas here and connect with me while you’re at it.
Utilizing ChatGPT For Automated Recruiting Emails
Here’s another one. The disappointing, and usually dismal, recruiter response rates. Over 2,000 people respond to a job in a matter of hours. I know you’re not doing a comprehensive review of each one that would assist in individual response emails. We have to be realistic. That’s the kind of problem AI for recruiting can solve.
Use ChatGPT to create a first draft by asking, “write me an email to send to people automatically after they apply.” Then, edit for the recruiting use case. Make sure it includes information like:
- What happens next. Things like, “You will hear something by this day if you are considered for this role.”
- Say it’s automated and tell people why. Something like, “This email is automated because we get over 100 applicants within 1 hour of opening roles and we want to communicate with all of you.”
- Offer a way to contact a human. One of the things I hate most about automation is when I can’t figure out how to get to a person. Tell them how they can if they have questions.
That’s the point of AI – fill the gaps where we can’t possibly do the work. It is not to do the work that needs a recruiter’s touch – things like communicating the very specific skills you’re looking for in a candidate for a competitive role at your company like writing a job posting. If you’re worried about how ChatGPT will impact recruiting, you have to get better at creating prompts and the human touch no machine can replicate.
If you want to hear more of my ideas on this topic, hire me to speak. I am working on a new presentation called How To Use ChatGPT For Recruiting (And How Not To). I’d love to present it at your next conference.
Kat Kibben [they/them] is a keynote speaker, writing expert, and LGBTQIA+ advocate who teaches hiring teams how to write inclusive job postings that will get the right person to apply faster.
Before founding Three Ears Media, Katrina was a CMO, Technical Copywriter, and Managing Editor for leading companies like Monster, Care.com, and Randstad Worldwide. With 15+ years of recruitment marketing and training experience, Katrina knows how to turn talented recruiting teams into talented writers who write for people, not about work.
Today, Katrina is frequently featured as an HR and recruiting expert in publications like The New York Times, Chicago Tribune, and Forbes. They’ve been named to numerous lists, including LinkedIn’s Top Voices in Job Search & Careers. When not speaking, writing, or training, you’ll find Katrina traveling the country in their van or spending some much needed downtime with the dogs that inspired the name Three Ears Media.