ChatGPT, the artificial intelligence that could reshape our future and transform our vision of work.
In this article, Shefferd provides you with an overview of the advantages and limitations of this AI in the recruitment sector and in the broader world of work.
To start, what exactly is ChatGPT?
ChatGPT is a conversational AI, an improved version of the chatbot. This artificial intelligence is capable of answering any question by generating text. It responds in natural language and can provide information and express ideas.
ChatGPT and recruitment: a love story?
.
From the recruiter’s perspective
Today, as recruiters, we wonder if ChatGPT can be an ally in our recruitment processes. It can be, but in a limited way. ChatGPT was designed to allow recruiters to automate certain tasks such as candidate screening, information gathering, content writing like job descriptions, implementing a chatbot to answer candidate questions, comparing a CV against job criteria, and more. Nothing particularly revolutionary, we agree. However, we cannot overlook the time savings that ChatGPT offers a recruiter on a mission. So far, the tool is an assistant that makes recommendations; it does not replace humans. Using this tool can allow recruiters to focus on the most important aspects of a recruitment process, such as assessing candidates’ skills and personality. Steps that ChatGPT cannot analyze. Human interactions therefore remain essential in the recruitment sector.
We might now wonder if using conversational artificial intelligence could lead to excessive standardization of recruitment processes. This is indeed a risk, as ChatGPT is designed to respond to predefined questions, which can limit candidate experience personalization. However, as we clarified earlier, humans remain the essential piece of the puzzle. This is why this AI is merely an additional aid in a process, but the primary experience a candidate should take away is their interaction with the recruiter. Furthermore, it’s possible to personalize the questions asked by ChatGPT based on the position and recruiting company. This allows for a somewhat different experience. To conclude on this point, in order to avoid standardization of processes, companies must use ChatGPT as part of a more efficient and personalized recruitment strategy, rather than as the sole communication channel. What remains for recruiters to assess is the cost of this solution versus its daily usefulness, in order to determine whether ChatGPT can be a full-fledged assistant.
.
From the candidate’s perspective
AI can also be helpful in their recruitment journey. It provides assistance with CV writing, obtaining information about a position, learning about a company and its culture, interview preparation, and more. But be careful—once again, the tool does not replace humans and is not capable of personalizing content and form. Candidates using this solution must keep in mind that they cannot convey their motivation simply through this tool. Human personality will always remain an essential factor for employers. It is true that from the recruiter’s perspective, it becomes more difficult to evaluate a candidate if ChatGPT is involved. While the tool can be valuable assistance for candidates, it cannot reflect their actual skills and qualifications. Personality and professional experience will be the only determining factors for their selection.
The use of conversational AI can lead to several pitfalls in a recruitment process. Consider video interviews, which are now one of the preferred means of communication. It’s true that video calls offer organizational simplicity and quick scheduling. However, we can imagine that this interview tool could facilitate the use of ChatGPT. And if a candidate is caught using the tool to answer questions during an interview, it could reveal unprofessional behavior that raises questions about their level of commitment or even their communication skills. Ultimately, AI should serve candidates in preparing as best as possible for all stages of a recruitment process and provide them with additional confidence.
To summarize, we cannot yet speak of a love story between ChatGPT and recruitment. Perhaps we can say they are slowly getting to know each other and becoming comfortable with one another?
The future of the world of work with ChatGPT
ChatGPT is expected to evolve in the future as its current capabilities remain limited. But is it truly positive that artificial intelligence could take up so much space in the world of work?
The question is legitimate. ChatGPT has reignited the debate about “the great replacement,” which concerns replacing humans with machines. Worker anxiety is palpable, especially since a University of Pennsylvania study indicates that for 80% of American employees, artificial intelligence could soon take over 10% of their daily tasks. Another American study conducted among 1,000 executives examined ChatGPT usage within companies. Nearly 50% of surveyed companies already use ChatGPT, and 30% plan to integrate it in the coming months. Even more alarming, 48% of companies using ChatGPT report that the AI has already enabled them to replace employees, leading to layoffs. If ChatGPT continues to grow in influence in the workplace, these studies show that companies will need to reconsider their recruitment strategy. Since AI can handle all or part of a position, employers will have to question the value of humans in certain company tasks.
Another factor to consider: artificial intelligence has already eliminated jobs in the past. The difference is that these were primarily low-skilled positions that were vulnerable to technological change anyway. For example, many cashiers were laid off with the emergence of automated payment systems, and DVD rental services disappeared with the rise of streaming platforms. Today, AI has obviously evolved, and it is so-called intellectual jobs that are most threatened. However, let’s remember that conversational artificial intelligence is merely a tool to assist us daily; it cannot replace our professional skills and personal qualities. In our view, “the great replacement” is not a genuine cause for concern. It’s important to note that technologies like ChatGPT are not infallible and cannot be effective in all situations. This is why we believe that ChatGPT in the world of work will not be THE universal solution, and humans have, and will continue to have, a role to play.
Summary of ChatGPT’s limitations
- ChatGPT is artificial intelligence and therefore offers no human contact. The lack of human interaction can create disappointment and frustration for candidates.
- Less personalization in processes, which become standardized.
- It has no awareness and doesn’t know whether it’s providing accurate information; it can even fabricate information since ChatGPT relies solely on data from the internet. We see today that AI draws from data that hasn’t been updated since 2021. It is therefore necessary to verify each piece of information before using it for public content.
- The investment in time and money can be substantial initially, which can discourage the implementation of a ChatGPT project.
Summary of ChatGPT’s advantages
- An excellent ally for drafting administrative documents, creating job descriptions, comparing CVs against job criteria, and more.
- Offers constant interactivity and a unique experience for candidates.
- Provides data analysis, always useful for improved performance.
- Not subject to human bias (though it may have biases from the dataset it was trained on). ChatGPT cannot make personal judgments, a considerable advantage in avoiding all prejudices during a recruitment process.
In conclusion, ChatGPT is a tool that should exist solely to be of service in improving employee performance and efficiency within a company. In the recruitment sector, it should alleviate repetitive tasks so recruiters become even more efficient and relevant in evaluating candidates. All of these artificial intelligences will become what humans make of them. We are building and feeding this machine together to help it grow and make it positive.