“The future is fluid. Each act, each decision and each development creates new possibilities and eliminates others. The future is ours to direct. ” – Jacque Fresco

MENU

ChatGPT: How generative AI could change hiring as we know it

Candidates are already using tools such as ChatGPT to write cover letters and CVs. But it’s just a small piece of how AI is transforming hiring processes.

Since November 2022, AI chatbot ChatGPT has enabled anyone with internet access to generate anything in the written form: think intricate essays and code, succinct memos or poetry. Even with basic prompts, ChatGPT can complete complex, written tasks in moments, and work as a creative tool to quickly produce efficient content.

“I’ve had students use ChatGPT to write appeals for parking tickets,” says Vince Miller, reader in sociology and cultural studies at the University of Kent, UK. “But in general, the technology allows people who may not necessarily possess the best writing skills to suddenly have them.”

Jobseekers are among those reporting such benefits. Leveraging a dataset containing 570 billion individual words, OpenAI’s ChatGPT can compose convincing cover letters on demand, or synthesise a few career details into a competent, bullet-pointed CV. Want to send an email to a hiring manager? Prompt the chatbot, then copy and paste the AI-generated text straight into the message.

But hiring managers aren’t oblivious: they understand candidates are already leaning on generative AI to assist them, and may well do so even more as the technology grows in sophistication. This could create a shift in job applications as we know them, moving recruiters away from the traditional modes of evaluating candidates.

Not all recruiters report the use of generative AI as a hiring red flag – or even a worrying development at all.

Adam Nicoll, group marketing director at recruitment and job-consulting firm Randstad, based in Luton, UK, says time-poor hiring managers may be unlikely to distinguish between a cover letter written by a candidate and one generated by AI. “The language generated by ChatGPT reads clean, if formulaic. Compared to most cover letter writing, there are no idiosyncrasies; there are no red flags, but no personality,” he says.

Despite this, he says he wouldn’t necessarily consider this cheating the hiring process. “It’s helping those who aren’t the best at writing and editing in producing a neat summary of career highlights. It’s the digitised version of asking a friend to review your CV.”

Nicoll says that recruiters have already been relying less on traditional modes of evaluating candidates, anyway. “The cover letter has been on its way out for years: hiring managers skim read a resume for less than 10 seconds, let alone read a 200-word personal statement. At best, the cover letter is a box-ticking exercise that accompanies the CV – it’s virtually obsolete.”

Instead, Nicoll says recruiters increasingly prefer viewing a candidate’s social media and LinkedIn profile to understand their personality instead. And as more candidates use generative AI to compose their written materials, he adds the importance of these application elements is becoming even more irrelevant. “If anyone can artificially enhance their pitching email to a hiring manager, then it becomes redundant,” says University of Kent’s Miller.

As more candidates use generative AI to compose their written materials, the importance of these application elements is becoming even more irrelevant

Experts say standard hiring processes may change as a result.

For instance, since generative AI can create pre-interview presentations, employers may introduce harder assessments in response. “The onus is to test and evaluate what the machines can’t do,” says Miller. “While generative AI can arrange data in an interesting way, it’s not particularly creative – it can only work with what already exists. So, that could mean assessments demanding more creative and abstract thought from the candidate.”

Additionally, there could be a greater emphasis on scrutinising candidates in face-to-face settings, says Brooke Weddle, partner at consulting firm McKinsey & Company, based in Washington, DC. “As opposed to cover letters, which typically convey little information critical to the actual hiring decision, employers look hard at cultural fit and soft skills during the interview process.”

Furthermore, some recruiters are already embracing new AI tools on their side of the job hiring process. For instance, some large corporations are leveraging AI in the recruitment process to test job seekers’ qualities through skill- and personality assessments, which use data-driven behavioural insights to match candidates against vacancies and reveal their soft skills.

These kinds of emerging platforms that give recruiters more data on candidates stand to change the job-application process, too, especially as “we move from degree certifications to skills-based hiring”, says Weddle. And this may be just the beginning of big changes to come.

This post was orginally published on https://www.bbc.com/worklife/article/20230418-ai-anxiety-artificial-intelligence-replace-jobs

Copyright 2022 Fluid Education | All Rights Reserved.

agustina olivero

Marketing Specialist

Ms. Olivero implements and tracks marketing programs such as email, social media, or digital campaigns, and events. She manages CRM and Marketing Automation Software 

Ms. Olivero conducts market research, analyzes trends and develops marketing materials.

Agustina tumminello

Operations Manager 

Ms. Tumminello oversees operational activities at every level of our organization. She strategizes process improvements to ensure everyone completes their tasks on schedule.

alejandra pellegrini

Executive Assitant

Ms. Pellegrini assists Chad Williamson, provides administrative assistance and mantains records, She acts as the point of contact among executives, employees, clients and other external partners.

 

alexa flores

Client Relationship Specialist
Alexa Flores is the Client Relations Specialist at Fluid Education. She is responsible for engaging prospective and existing corporate and organizational partners and ensuring partnership success.

Prior to coming to Fluid Education, Ms. Flores was a successful collegiate softball athlete and 2-time All-American.

victoria migliore

Director of Operations
Ms. Migliore is a proven leader in HR, Training and Recruiting. She oversees the day to day operations and management of personnel at Fluid Education.

Ms. Migliore develops, implements, and monitors day-to-day operational systems and processes.

Sean-reed mcgee

Chief Operating Officer

Sean-Reed McGee has 25+ years of marketing and leadership expertise in the higher education industry. He has worked in the educational marketing arena with  multi-platform companies that reached 400,000+ prospective college students and their families monthly; providing information from hundreds of higher-ed institutions.

chad williamson

Chief Executive Officer & Founder

Chad Williamson is an expert in business development within the education industry. Mr. Williamson has more than 18 years of experience creating strategic alliances between corporations, organizations and higher education institutions resulting in long term success that benefits all parties. As one of the pioneers in educational business development, Mr. Williamson has been responsible for creating and/or enhancing the business pipeline channels of some of the largest education institutions in the nation.

Mr. Williamson is the founder of a small start-up, ESP Inc., that he built and led to over a million dollars in revenue within just a few years. Most recently Mr. Williamson was the Business Development Officer at Arizona State University EdPlus, where he created its business development division and led EdPlus to approximately $10 million per year in revenue in less than 2 years. Mr. Williamson worked closely with the leadership at The Rise Fund over a period of 14 months to help facilitate its partnership with ASU that led to the forming of InStride.

Business Administration

Low cost tuition of $375 per credit

Being a good manager requires more than just a will to lead. Excellent communication skills, fluency with technology, and insight into an organization’s financial and strategic underpinnings are all part of a successful manager’s toolkit.

The Bachelor of Science in Business Administration program helps prepare working adults in the public, private, and military sectors for mid- to high-level management positions.

Degree Concentrations Available:
Cyber Security Management
Financial Services Management
Human Resource Management
Leadership Studies
Procurement and Contract Management
Supply Chain Management