Who would have thought 2023 would be the dawn of a new, automated era for recruitment and HR. Hot on the heels of Chap GPT and 3 years in the making, TalentGPT has landed.
If you haven’t already investigated Chat GPT, which stands for Generative Pre-trained Transformer, this artificial intelligence system is designed to generate human-like language and understand human language patterns. It uses advanced machine learning techniques to generate natural language responses in a startlingly articulate way.
The technology is already being utilised for chatbots, virtual assistants, content generation, and language translation.
Considering all the digital tools recruiters and HR personnel already use to assess and screen applicants, write job descriptions, and identify training paths—almost every one of these could be enhanced or reinvented with GPT technology. And this is where technology like TalentGPT comes in.
Created by Beamery, a key player in the automated talent management space, TalentGPT is defined as the world’s first generative AI for HR technology and is a combination of their own proprietary AI, OpenAI’s GPT-4 and other leading Large Language Models.
According to their press release it offers personalised experiences for managers, recruiters, candidates and employees and promises to transform every talent acquisition and talent management experience with generative AI.
But what exactly can it do and what are the benefits and limitations of using it?
Here’s a short summary of Talent GPT’s reported attributes:
- Generates job descriptions, ensuring they’re highly relevant to the skills that organisations’ lack, and detail the capabilities that make high performers successful.
- Creates email templates along with contextualising them to the exact candidate audience employers are trying to reach.
- Provides career recommendations to employees and guides them based on the skills they have today, and where they need to develop to find their next promotion.
So just how revolutionary will this be for recruiters and HR professionals? Let’s weigh up some of the pros and cons. Let’s start with the benefits:
Efficiency
AI software like ChatGPT can automate the initial screening of CVs and applicant cover letters, saving time and effort for recruiters and HR personnel. This can help speed up the hiring process and allow for more candidates to be considered.
Objectivity
Unlike human recruiters, AI software does not have biases based on factors such as gender, race, or ethnicity. This can help ensure a fair and equal evaluation of candidates.
Cost-effectiveness
Using AI software can be more cost-effective than hiring additional staff or outsourcing recruitment services.
Improved candidate experience
AI software can provide candidates with quick responses and feedback, which can enhance their overall experience with the hiring process.
However, as with anything automated also comes a significant margin for error and its limitations include:
Lack of personal touch
AI software cannot replicate the human connection that comes with a face-to-face interview or the ability to interpret body language.
Potential for errors
AI software can make mistakes in identifying the most qualified candidates, particularly if the algorithms are not properly designed or if there is a lack of diverse data sets.
Risk of perpetuating biases
Although automated software can reduce the impact of human biases, it is not immune to perpetuating them if trained on biased data or algorithms. Legislation passed in the US that came into law in January means that organisations can be held responsible for AI-induced bias and a data watchdog in the UK launched an ongoing investigation into the impact of bias by AI software last year.
Limited understanding
Complex and often vital nuances such as cultural fit or emotional intelligence, which can be critical factors in successful hiring decisions, is also something AI software is yet to be able to identify.
In a recent blog, Bill Gates writes ‘any new technology that’s so disruptive is bound to make people uneasy, and that’s certainly true with artificial intelligence. I understand why—it raises hard questions about the workforce, the legal system, privacy, bias, and more’. He also describes generative artificial technology as transformative as the internet or mobile phone.
Talent GPT will soon be joined by organisations including LinkedIn, who is also working on its own AI software tools to radically improve the process of writing job descriptions, refining candidate pools, and finding good candidates.
It’s safe to deduce that, in technology terms, we’re undoubtedly on the cusp of something new and exciting that, if correctly managed, will be game changing. Of course the final question is did I actually write this blog or did I just input some questions into Chat GPT? I’ll leave that to you, the reader, to decide.
