Artificial intelligence, particularly advanced chatbots like ChatGPT, is rapidly transforming the modern workplace, offering significant opportunities for HR to enhance efficiency and data analysis, while also presenting risks related to fraud, trust, and discrimination that require careful management.
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Since Chat GPT launched in November
2022, it has become one of the fastest
growing apps of all time, reaching 100
million users in its first 2 months.
Chat GPT is an advanced chatbot that's
designed to be able to have human-like
conversations and is making headlines
for its impressive skills at things like
coding, writing essays, and even
creating art. There are a lot of
opinions about chat GPT and other forms
of artificial intelligence. Depending on
who you ask, these AI products are
either paving the way for a new and
exciting future in technology or they
signal the end of human creativity as
our best ideas are replaced with
machines. So, in this episode of HR
Party of One, we'll take a deep dive
into AI in the modern workplace,
including what's possible now and how
you can expect it to show up in the HR
field. By the end, you'll have the
background and context you need to take
advantage of the best of workplace AI
and avoid the biggest risks. We'll
discuss what workplace artificial
intelligence is, the advantages of using
AI and HR, disadvantages and risks to
look out for, and tips to get the most
out of workplace AI. Let's get started.
What is workplace AI? According to
Sherm, artificial intelligence refers to
computers or computer controlled
machines that can simulate human
intelligence in various ways. This is a
pretty broad definition, but that's
because AI basically means any machine
or computer that can act intelligently
or mimic human interaction. AI is not
new, even in HR. In fact, HR pros have
been using AI for years, especially in
recruitment. Any organization that has a
chatbot on their career page or uses an
ATS to rank resumes is already using AI
in their recruitment process. The
popularity of workplace artificial
intelligence is skyrocketing. Since chat
GPT launched, many organizations are
wondering how it will change the world
of work. And we see three main
categories of change on the horizon.
Changes for HR. AI is having an impact
on all steps of the hiring process.
Starting with predicting hiring needs in
the first place. It can analyze turnover
and retention metrics to be able to
notify HR when they are likely to need
to hire soon, which can save both time
and money by reducing time to hire and
time to fill rates. Once a listing is
posted, it can target ads about the job
to candidates who are likely good
matches and analyze the credentials of
applicant résumés to help you sift
through applications.
For example, a job opening promotion on
LinkedIn for a salesman will be at the
top of the results page for job seekers
with sales qualifications in their skill set.
set.
Changes for candidates. While not yet
the norm, automated interviews are
becoming more and more common,
especially in the early stages of the
hiring process. Automated interviews can
involve anything from an AI asking
predetermined questions and recording
candidate responses to a fully
interactive interview process that feels
like a live virtual conversation. As the
years go on, candidates can increasingly
expect to interact with a machine before
they talk to a human. For example, some
automated interviewing software involves
the candidate responding to provided
interview questions while being
recorded. The interviewer isn't present,
but can review the recording at a later
date. Some softwares even produce a
report of the candidates's responses for
the interviewer to share with their team
to making hiring decisions.
Changes for budgets. One possible reason
for recent growth in AI powered
automation is that it can decrease the
need for some of this hiring in the
first place. In an uncertain economy,
organizations are looking for ways to
cut costs, and payroll is usually the
most expensive line item in a company's
budget. The more processes they can
automate as they grow, the fewer team
members they'll need to bring on to keep
up with that growth. You can now see
this in the marketing sector. Some
companies are cutting positions so they
can outsource to chat GPT to write
advertisements or design attractive ads.
Advantages of using AI in HR. There are
a lot of potential ways AI can help
support HR, but most of them fall into
two major categories. Efficiency and analysis.
analysis.
Efficiency. As AI software begins to
automate more of the hiring process, HR
is likely to become increasingly
efficient at organizations that use it.
That's because your AI isn't trying to
schedule candidate screening calls while
also juggling meetings with leadership,
running payroll, and dozens of other
tasks. In fact, an AI bot could feasibly
conduct more than one screening call at
the same time. The right AI can save
your organization time and money as
recruitment costs go down and roles are
filled more quickly. But automation
frees up more than money. It also frees
up you. As an HR party of one, you're
probably responsible for most of the
recruitment process at your
organization. If an AI starts handling
the process from the beginning through
say passing the first screening call,
suddenly you have a lot less on your
plate. If you can combine that with an
all-in-one HRIS like Bernie portal,
which handles everything from payroll to
compliance to PTO tracking, you might
find yourself finally having the
bandwidth for the strategic initiatives
you want to implement on your team. AI
can sift through resumes and answer
candidate FAQs while you work on
building a healthy company culture,
coaching managers, and creating a great
place to work. And AI can help you
there, too.
analysis. With advanced data analysis,
many organizations are already using
artificial intelligence to glean
insights about their teams, asking bots
to analyze the results of employee poll
surveys or helping to answer questions
like which team has the highest turnover
or why that might be. Disadvantages and
risks to look out for. Still, as with
every type of technology, there are some
cons to look out for among the many
pros. One concern among both job
candidates and organizations is the
potential for hiring fraud. Since AI
software like ChatGpt and others are so
good at mimicking human interaction,
it's possible for cyber crimes to become
more popular from both sides. People
could use AI to fraudulently hire
candidates and steal their personal
information. Or they could use it to
pose as those candidates for remote jobs
and gain access to trade secrets once
hired. Even within your existing team,
there's potential for AI to erode trust,
especially between managers and their
direct reports. A recent study revealed
that more than a third of workers have
used AI for some work tasks such as
copywriting, marketing emails, coding,
and resume revision. And most of them
are not disclosing their use of the tool
to their bosses. While there's nothing
inherently wrong with using tools like
chat GPT and others to help inspire your
work, it's important that managers and
employees are on the same page about how
to use this technology and are openly
communicating about it. Another risk to
consider when bringing AI into the
workplace is the potential for
discrimination. While you've likely had
lots of practice in noticing and
counteracting implicit bias in your
hiring and promotion policies, AI like
chat GPT is new at this and still
learning and it's not as good as you are
at fair hiring practices. For example,
according to Sherm, a 2022 white paper
found that the standard AIdriven tool
selected 50% fewer black applicants than
humans did. This is a real concern that
can seriously damage your de andi
recruitment initiatives. So, if you're
going to use AI in the hiring process,
proceed with caution. Tips to get the
most out of workplace AI. With the rise
of chat GPT and Bard AI, HR pros are
well positioned to take advantage of
this technology. Advanced chat bots are
particularly good at writing rough
drafts of content if they're given good
instructions, which means they can save
you a lot of time drafting emails,
culture guide sections, and even legal
policies. Let's say you want to add a
communication policy to your culture
guide. You can sit down for an hour and
write it out yourself, or you can prompt
one of these chat bots. It's as simple
as typing, "Write me a communication
policy that prioritizes methods in X
order." And the bot can do the rest. Of
course, you'll still have to review,
edit, and get approval for this policy,
but you can likely do all that in the
time it would have taken to just write
the first draft. This can save money as
well, since you can prop the bot to
write legal policies and then have your
organization's attorney review them.
Since many attorneys charge by the hour
for their time, it will cost a lot less
to have them review an existing draft
than pay them to create one from
scratch. In addition to writing, you can
train an AI to respond to employee FAQs,
schedule interviews based on your
availability, and even generate ideas
for organizational events.
In her LinkedIn article, Alli K. Miller
brainstorms other ways professionals can
use AI in the workplace. Here are some
other ways HR can take advantage of AI.
Creating personalized learning materials
to train managers.
Writing fake interview responses to
train employees on hiring practices.
Write emails for different needs like
regular compliance notices or accounts
receivable follow-ups.
editing job descriptions to make them
more compelling. Generate ideas for
sourcing quality candidates online. The
opportunities are endless. In this
episode, we've covered everything you
need to know about using artificial
intelligence in HR. The details will
vary depending on which software you
use, but the big picture is that AI is
here to stay in the modern workplace.
Just remember, Chat GPT and other
services are tools for HR pros, not
replacements for them. Making the most
of these tools will help you save time
and money and add value to your
organization and free you up for a more
strategic role. As always, remember that
your role is as strategic as you make it.
Well, that's all the time we have for
this episode. Don't forget to subscribe
to our channel and ring the bell to get
notifications about the latest HR Party
of One updates and new episodes. Also,
join our HR Party of One group on LinkedIn.
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