This article discusses the implications of generative AI for HR leaders and business owners, what they should look out for, and what the future of talent acquisition lies ahead.

the rise of generative AI on job search and job applications

Generative AI, in reality, is not entirely a new technology. According to ChatGPT (we asked nicely), one of the pioneering works in generative AI is the “development of Generative Adversarial Networks (GANs) by Ian Goodfellow and his colleagues in 2014.”

OpenAI made ChatGPT publicly available in November 2020 (yes, you read that right, 2020!). By engaging with users beyond the programming and engineering arenas, OpenAI’s goal is to refine the model, mitigate risks and ensure that AI is accessible to everyone.

Even without the paid subscription, ChatGPT has proved to be valuable to many employees around the world. People use it to complete tedious tasks like writing executive summaries and social media posts for LinkedIn. Managers may even sometimes use it to draft documents that are challenging to write, like a warning letter.

Generative AI, such as ChatGPT and Bard, has undoubtedly improved employees’ experience at work. It can also be an extremely effective job search support for those looking for new employment.

For job seekers, generative AI offers the ability for them to tailor their cover letters and improve their resumes quickly and effectively. This technology generates coherent paragraphs and sentences while maintaining a professional tone and image. Additionally, it is beneficial for job seekers who want to make sure that they do not have any typos or grammar mistakes in their cover letters and resumes.

These all sound great for the job applicant, but what does it mean for employers?

implications of AI for HR leaders and talent recruiters

The rise of AI presents both advantages and challenges for leaders and recruiters.

Generative AI and other AI-powered data tools can streamline and optimise recruitment processes. Advanced data analytics can help to identify and attract talent by quickly analysing vast amounts of information, such as resumes and social media activities. AI-powered tools can also be used to screen resumes and create candidate profiles for internal reviews, which would increase the efficiency of the candidate shortlisting process, leading to a faster process. By automating these processes, HR teams can focus their time and resources on more strategic decisions and employer branding initiatives to provide a more impactful talent and employee experience.

However, the integration of AI in HR practices can also pose potential ethical implications that leaders must be aware of and be able to address. While AI can help to streamline processes, the human element within the human resources industry remains fundamental. This is especially true when it comes to assessing interpersonal skills and emotional intelligence during the talent shortlisting process.

Knowing how to strike the right balance between AI and human intelligence is crucial for HR specialists if they want to maximise the potential of technology. This means staying informed about the latest technology developments and adapting them into strategies to navigate the changing landscape of recruitment and talent management.

One thing that we have noted after using ChatGPT on several occasions is that it sounds nothing like a human. Being an AI-generated chatbot, it may lack emotional intelligence since it is unable to comprehend feelings. Honestly, it sounds a little like Sheldon Cooper from the early seasons of The Big Bang Theory without the tonality of a human being, such as shock or joy.

At the end of the day, we have to admit that generated text lacks the personal touch and genuine connection that many HR leaders and business owners look for.

learn about generative AI and its limits

Whether you agree or disagree with the use of generative AI to prepare a CV or for a job interview, individuals need to have a basic understanding of these technologies and their capabilities and limitations. One way to become familiar is to use these platforms from the perspective of a job seeker.

Many existing generative AI tools in the market answer basic questions and rely on pre-existing data to generate responses, which increases the risk of plagiarism and outdated information. By using the platforms yourself, you can assess the originality and authenticity of the resumes and cover letters submitted by candidates. Eventually, with enough experience and exposure, you can even distinguish the AI-generated sections of a resume by reading them.

A highly personalised application indicates that the job seeker has put in extra effort to carefully read and research the job advertisement and the company, even if they used generative AI tools to enhance their resumes. They are also more technical when showing their achievements or explaining how they can contribute to the company, which would show that they did not rely heavily on a text generator to prepare their resumes.

focus on scenario-based questions and soft skills during the interview

Talent acquisition extends beyond evaluating a person’s qualifications and skills.

Recruiters and interviewers also assess a potential candidate’s soft skills and cultural compatibility. Rather than scrutinising the CV line-by-line and asking the job applicant to explain, interviewers may adapt their approach to focus on scenario-based interview questions that can provide deeper insights into the candidate’s skills and expertise.

The job interview itself also presents a great opportunity to delve into the applicant’s career aspirations, preferred work environment and expectations from an employer.

As HR leaders and recruiters, we play a pivotal role in cultivating relationships with qualified candidates by understanding their motivations and aligning them with the company’s goals and values. This ongoing engagement throughout a candidate’s work life can help strengthen the employer-employee bond to build mutual understanding and rapport.

AI can never fully replace the human touch

The emergence of generative AI has introduced a new dimension to the talent search process.

Ultimately, the displacement of HR leaders and talent recruiters by AI will only happen if we allow it. AI empowers us to improve our work quality, save time during the hiring process by automating administrative tasks and analyse market data more quickly and accurately. However, it can never fully replace the human judgement and decision-making abilities that we have.

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