Generative artificial intelligence is leaving its mark on almost all sectors and industries, including human resources. HR professionals have found tools like ChatGPT helpful for various tasks related to their work.
This technology has proven useful in employee management and talent acquisition.
Here are some ways to make the most of ChatGPT in the HR sector:
Elimination of repetitive tasks
HR professionals often face repetitive administrative tasks. ChatGPT can handle routine queries and provide information to HR department employees, allowing them to focus on more strategic activities.
Analysis of qualitative data
The HR department typically collects qualitative data through employee feedback, surveys, etc. ChatGPT can analyze this data (even summarizing large amounts quickly) to identify patterns, trends, and potential improvement opportunities. This enables more rational decision-making.
Preparing interviews
Recruiters can rely on OpenAI's AI to create a set of questions to ask candidates during interviews. These can be general for all or tailored to each candidate based on their resumes.
In this case, HR professionals must be careful not to introduce personal data about the candidates to avoid violating their privacy.
Follow-up questions can also be generated to delve into areas like a candidate's problem-solving skills, ability to work with a cross-functional team, or any other aspect the interview focuses on.
Writing job offers
Another common use by employers is to rely on ChatGPT to refine job postings. The chatbot can assist with the text of the announcement and the requirements for each vacancy.
Making job offers more discoverable
Going a bit further, the announcement can also be optimized for SEO with OpenAI's technology to achieve better search engine positioning.
ChatGPT can utilize its extensive vocabulary to suggest alternative job titles to cover more keywords or tags.
LinkedIn posts
The 'famous' chatbot can also adapt to the tone or style of specific social networks like the professional platform LinkedIn. However, ideal posts may not come out perfectly the first time. A couple of prompts might be needed.
If the company uses a very specific tone or language or has its own style guide, it should be indicated to ChatGPT. In any case, personalization can be a key differentiator from the competition.
Writing emails to unselected candidates
Not all recruiters or hiring technicians notify rejected candidates, but it is always appreciated by those who have participated in a selection process. Another potential use of ChatGPT is writing respectful and empathetic rejection emails.
These emails should be validated by the organization's legal department for added security.
Drafting internal communications
Sometimes HR managers need to make sensitive internal communications to employees. ChatGPT can act as an 'advisor,' offering phrase and word suggestions.
Professionals can write their texts and then run them through the AI to complete or improve them.
Support in salary negotiation emails
Another delicate issue where ChatGPT can help is drafting emails responding to employees requesting a raise.
Translating messages or emails
ChatGPT's multilingual capabilities can also overcome language barriers. HR departments in large corporations or multinationals may need to write newsletters or communications for different countries, and the chatbot will be very helpful here.
Additionally, if an international hiring process is underway, OpenAI's tool can assist in translating everything necessary with good results.
Creating company policies
ChatGPT helps create policies covering a wide range of topics, from employee conduct and dress code to social benefits, confidentiality agreements, and time-off policies.
It is highly recommended to consult the generated texts with the legal department to avoid potential pitfalls.
Providing ideas for professional goals
Once again, ChatGPT's creativity can come into play to provide ideas. HR workers can turn to AI to assist in setting goals for specific employees or executives. It is necessary to specify their level, position, and experience for this purpose.
Prohibited uses
Technology experts and legislators are aware that while generative AI offers significant opportunities for employers, it can also lead to discrimination.
In May 2022, the Americans with Disabilities Act and the use of software, algorithms, and artificial intelligence to assess job applicants and employees (ADA Guidance) were issued, aiming to limit employers' use of AI to select job applicants.
The EEOC (Equal Employment Opportunity Commission) spearheaded this initiative, and one of its points is that companies cannot use AI to exclude candidates with disabilities.
In May, the commission also released a document containing guidance on Title VII of the Civil Rights Act of 1964.
