It may seem ironic to say that AI will replace human resource professionals. For after all, good as they may be, machines can never be human. It will never understand humans as a human does though it may have a much wider knowledge of human beings. The “I” in AI does not include emotional intelligence.
That doesn’t stop AI from encroaching into every area of human life including those that were once thought to be exclusive to human, such as art or human management. According to a survey by Eightfold AI, 57% of HR professionals use AI-related tools either in the management of the workforce or the hiring process. And 82% believe that employment of AI in human resources management will continue to increase while only 9% believe the HR process will become more human-centric.
What’s more disheartening (for HR professionals) is that, according to another study by Oracle, 64% of workers said they would trust a robot more than their manager and half have turned to a robot instead of their manager for advice.
This is not to suggest that HR as an industry will become obsolete or be subsumed by AI. What it does say is that HR professionals will have to adapt and adopt technology to stay relevant and not be superseded by non-human resources.
ChatGPT is one such tool that HR professionals can employ to help them be more efficient, productive and even more human in their dealing with and managing employees.
So, let us learn some ways we can use ChatGPT in HR; not to mechanise human management but to humanise it and more efficient.
10 different ways to use ChatGPT in HR
If there’s one thing HR professionals don’t have enough of, it’s time. Recruiting, onboarding new employees, training, disciplining, and resolving conflicts take a huge amount of time. And these are a fraction of what a typical HR professional does. So, any tool to speed up any task without trading effectiveness is a gift.
There are numerous ways to use ChatGPT for HR-related tasks. The following list of how to use ChatGPT in HR therefore mostly concern with saving time by automating certain processes and delegating some tasks to ChatGPT.
Before diving deeper into the details of how to use ChatGPT in HR, let us have a look at the different aspects ChatGPT can be used for.
- Job descriptions
- Job advertisements
- Interview question bank
- Commonly asked questions from job applicants with answers
- Candidate rejection email for a job
- Market research
- Legal and regulatory information
- Visa application process assistance
- Employee retention
- Sentiment analysis
Write job descriptions using ChatGPT
If ChatGPT is good at one thing, it is writing accurate descriptions of things. This includes job descriptions.
While ChaGPT does not have enough context to accurately craft a job description with all the necessary information, it can do a good job of creating templates that can be personalised and polished. We can save significant time without compromising on the quality of the description by using ChatGPT.
It gives a satisfactory answer when asked to create a job description for a data analyst. It even includes qualifications and experience requirements along with certain technical skills even though they were not specifically requested. These can be changed according to our specifications.
To get the result to be closer to what we want, we need to provide more information such as years of experience required, language proficiency, and payscale.
Craft job advertisements
ChatGPT can also create engaging, succinct job advertisements.
As with description, the answer it gives is a little generic and a little more than verbose. This is not unsurprising because the data it has been trained on are generic, to say the least. However, we can give it our own flavour and colour by asking it to write in a particular style or tone.
Generate an interview question bank
Another time-saving task that we can use ChatGPT in HR is getting a list of interview questions that we can ask a candidate. While the most important questions are often ad-hoc and situational, there are lots of generic questions recruiters throw at candidates, sometimes with good reasons.
These ChatGPT can provide aplenty.
To reduce the genericity, we can ask it to provide questions related to behaviour, temperament, and the like.
We can also ask it to generate questions for a role by providing the job description.
Get commonly asked questions from applicants
Job applicants too, like their interviewers, ask standard questions. But not always. That’s why having a list of potential, relevant questions that could be asked is handy, in order to reduce the possibility of appearing clueless while interviewing candidates.
Ask ChatGPT to give a list of questions regarding a specific job or position that candidates generally ask.
Again, we can ask for more non-standard questions that could be asked.
Write a candidate rejection email
There can be no selection without the possibility of elimination. Rejection is the other side of the coin. And so, however nasty and unpleasant and cold it sometimes appears, HR professionals need to send out these emails more than occasionally.
Here as well, ChatGPT can be a useful assistant. We can use it to not only write quick rejection emails but also make them (appear) more sympathetic, considerate and less devastating for the recipient.
The problem with trying to be sympathetic is that it can sound condescending and therefore concern may seem specious. To avoid this kind of conflict we can provide more details in the prompt and be more specific.
Conduct market research
ChatGPT can also be used to conduct market research and retrieve data about industry trends. Though the data used to train it are somewhat dated (up to 2021), it can nevertheless be useful in getting information about certain things, for example, job scenarios in particular industries, salary statistics, and so on.
We can also get information about the dynamic of a particular industry or field during a specific period.
Provide legal and regulatory information
Another thing that ChatGPT is good at, if not outstanding, is law. It did well enough in law exams to make it qualified for a law degree. While it cannot think and reason, it has enough knowledge to able able to provide accurate legal and regulatory information.
If we want know more about specific details, we can ask follow up questions.
Assistance with the visa application process
Another area ChatGPT can come handy in HR is assistance with visa application process and guidelines. These are rigid and formal rules and procedures that ChatGPT can provide us in a few seconds.
While we can use search engines such as Google, they serve us links; and we have to do another search and click other links to get information that we may need that is not mentioned in the first source. With ChatGPT, we can ask conversational, verbose and specific questions and follow up on the previous questions as we do with a human assistant.
Aid employee retention
With loyalty quite out of fashion, especially among millennials and Gen Z, HR professionals have to come up with new strategies to keep employees motivated and glued. Fortunately, here too, ChatGPT can be of help.
It is no news that employee satisfaction and identification with job are critical to retaining them. Here’s where we can ask ChatGPT for help.
How about some ideas on how to create a convivial environment at work to create some bonds between employees? Let’s ask ChatGPT.
Employee sentiment analysis using ChatGPT
HR professionals can use natural language processing techniques to analyse feedback from employees and identify areas where the onboarding process can be refined and how working conditions can be improved. For example, sentiment analysis can be used to identify common complaints or areas where employees are struggling.
ChatGPT is not a one-stop answer to all questions and problems that HR professionals face. Far from it. However, it can be a good source to go to when we want a light-bulb moment.
Potential risks and limitations of using ChatGPT in HR
While ChatGPT can be a useful tool for HR, it is not without drawbacks. Below are some potential risks and limitations that should be considered in using ChatGPT for HR-related tasks.
- Lack of human touch: ChatGPT is an AI chatbot; and as good as it is at imitating intelligence, it cannot be considered intelligent in the proper sense of the word; and it lacks the human touch that an HR representative can provide.
- Bias: AI models like ChatGPT are trained on data produced by humans. And however exhaustive the data may be, they will always be biased as the humans that produce them are biased. We should be conscious of this and approach the answers it gives with a dose of scepticism. Otherwise it may reinforce our existing biases which may further influence the AI models.
- Data privacy: ChatGPT relies on data to provide responses, and this data can be sensitive and confidential. Therefore, using ChatGPT to handle sensitive information such as employee medical information or personal identifying information could raise privacy concerns.
- Lack of emotional intelligence: Machines do not have emotions (ostensibly) and cannot read emotional or non-verbal cues. Using it to make emotional judgement can lead to misunderstanding or lack of empathy.
- Limited cultural sensitivity: ChatGPT may not be aware of cultural nuances or differences, which can lead to misunderstandings or miscommunication with employees from diverse backgrounds.
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