0:03 Since Chat GPT launched in November
0:06 2022, it has become one of the fastest
0:10 growing apps of all time, reaching 100
0:13 million users in its first 2 months.
0:16 Chat GPT is an advanced chatbot that's
0:18 designed to be able to have human-like
0:21 conversations and is making headlines
0:23 for its impressive skills at things like
0:26 coding, writing essays, and even
0:28 creating art. There are a lot of
0:31 opinions about chat GPT and other forms
0:34 of artificial intelligence. Depending on
0:36 who you ask, these AI products are
0:39 either paving the way for a new and
0:41 exciting future in technology or they
0:44 signal the end of human creativity as
0:46 our best ideas are replaced with
0:49 machines. So, in this episode of HR
0:51 Party of One, we'll take a deep dive
0:54 into AI in the modern workplace,
0:56 including what's possible now and how
0:58 you can expect it to show up in the HR
1:00 field. By the end, you'll have the
1:03 background and context you need to take
1:06 advantage of the best of workplace AI
1:09 and avoid the biggest risks. We'll
1:11 discuss what workplace artificial
1:14 intelligence is, the advantages of using
1:18 AI and HR, disadvantages and risks to
1:21 look out for, and tips to get the most
1:25 out of workplace AI. Let's get started.
1:28 What is workplace AI? According to
1:31 Sherm, artificial intelligence refers to
1:33 computers or computer controlled
1:35 machines that can simulate human
1:38 intelligence in various ways. This is a
1:40 pretty broad definition, but that's
1:43 because AI basically means any machine
1:46 or computer that can act intelligently
1:49 or mimic human interaction. AI is not
1:53 new, even in HR. In fact, HR pros have
1:56 been using AI for years, especially in
1:59 recruitment. Any organization that has a
2:01 chatbot on their career page or uses an
2:05 ATS to rank resumes is already using AI
2:07 in their recruitment process. The
2:09 popularity of workplace artificial
2:12 intelligence is skyrocketing. Since chat
2:15 GPT launched, many organizations are
2:17 wondering how it will change the world
2:20 of work. And we see three main
2:22 categories of change on the horizon.
2:26 Changes for HR. AI is having an impact
2:29 on all steps of the hiring process.
2:31 Starting with predicting hiring needs in
2:33 the first place. It can analyze turnover
2:35 and retention metrics to be able to
2:38 notify HR when they are likely to need
2:41 to hire soon, which can save both time
2:43 and money by reducing time to hire and
2:46 time to fill rates. Once a listing is
2:48 posted, it can target ads about the job
2:50 to candidates who are likely good
2:53 matches and analyze the credentials of
2:55 applicant résumés to help you sift
2:57 through applications.
3:00 For example, a job opening promotion on
3:03 LinkedIn for a salesman will be at the
3:06 top of the results page for job seekers
3:08 with sales qualifications in their skill set.
3:09 set.
3:12 Changes for candidates. While not yet
3:14 the norm, automated interviews are
3:17 becoming more and more common,
3:19 especially in the early stages of the
3:22 hiring process. Automated interviews can
3:25 involve anything from an AI asking
3:27 predetermined questions and recording
3:30 candidate responses to a fully
3:33 interactive interview process that feels
3:36 like a live virtual conversation. As the
3:38 years go on, candidates can increasingly
3:41 expect to interact with a machine before
3:45 they talk to a human. For example, some
3:47 automated interviewing software involves
3:49 the candidate responding to provided
3:51 interview questions while being
3:54 recorded. The interviewer isn't present,
3:57 but can review the recording at a later
4:00 date. Some softwares even produce a
4:02 report of the candidates's responses for
4:04 the interviewer to share with their team
4:07 to making hiring decisions.
4:10 Changes for budgets. One possible reason
4:12 for recent growth in AI powered
4:15 automation is that it can decrease the
4:17 need for some of this hiring in the
4:20 first place. In an uncertain economy,
4:22 organizations are looking for ways to
4:25 cut costs, and payroll is usually the
4:27 most expensive line item in a company's
4:30 budget. The more processes they can
4:32 automate as they grow, the fewer team
4:34 members they'll need to bring on to keep
4:36 up with that growth. You can now see
4:38 this in the marketing sector. Some
4:41 companies are cutting positions so they
4:44 can outsource to chat GPT to write
4:47 advertisements or design attractive ads.
4:51 Advantages of using AI in HR. There are
4:54 a lot of potential ways AI can help
4:57 support HR, but most of them fall into
5:00 two major categories. Efficiency and analysis.
5:03 analysis.
5:06 Efficiency. As AI software begins to
5:09 automate more of the hiring process, HR
5:11 is likely to become increasingly
5:14 efficient at organizations that use it.
5:16 That's because your AI isn't trying to
5:19 schedule candidate screening calls while
5:21 also juggling meetings with leadership,
5:23 running payroll, and dozens of other
5:27 tasks. In fact, an AI bot could feasibly
5:30 conduct more than one screening call at
5:33 the same time. The right AI can save
5:35 your organization time and money as
5:37 recruitment costs go down and roles are
5:39 filled more quickly. But automation
5:42 frees up more than money. It also frees
5:45 up you. As an HR party of one, you're
5:47 probably responsible for most of the
5:49 recruitment process at your
5:52 organization. If an AI starts handling
5:54 the process from the beginning through
5:56 say passing the first screening call,
5:58 suddenly you have a lot less on your
6:01 plate. If you can combine that with an
6:04 all-in-one HRIS like Bernie portal,
6:06 which handles everything from payroll to
6:09 compliance to PTO tracking, you might
6:11 find yourself finally having the
6:13 bandwidth for the strategic initiatives
6:16 you want to implement on your team. AI
6:18 can sift through resumes and answer
6:21 candidate FAQs while you work on
6:23 building a healthy company culture,
6:25 coaching managers, and creating a great
6:28 place to work. And AI can help you
6:29 there, too.
6:33 analysis. With advanced data analysis,
6:35 many organizations are already using
6:37 artificial intelligence to glean
6:40 insights about their teams, asking bots
6:42 to analyze the results of employee poll
6:45 surveys or helping to answer questions
6:48 like which team has the highest turnover
6:51 or why that might be. Disadvantages and
6:55 risks to look out for. Still, as with
6:57 every type of technology, there are some
6:59 cons to look out for among the many
7:02 pros. One concern among both job
7:04 candidates and organizations is the
7:07 potential for hiring fraud. Since AI
7:10 software like ChatGpt and others are so
7:13 good at mimicking human interaction,
7:15 it's possible for cyber crimes to become
7:18 more popular from both sides. People
7:20 could use AI to fraudulently hire
7:22 candidates and steal their personal
7:24 information. Or they could use it to
7:26 pose as those candidates for remote jobs
7:29 and gain access to trade secrets once
7:32 hired. Even within your existing team,
7:34 there's potential for AI to erode trust,
7:36 especially between managers and their
7:39 direct reports. A recent study revealed
7:41 that more than a third of workers have
7:44 used AI for some work tasks such as
7:46 copywriting, marketing emails, coding,
7:49 and resume revision. And most of them
7:52 are not disclosing their use of the tool
7:54 to their bosses. While there's nothing
7:56 inherently wrong with using tools like
8:00 chat GPT and others to help inspire your
8:02 work, it's important that managers and
8:04 employees are on the same page about how
8:06 to use this technology and are openly
8:08 communicating about it. Another risk to
8:10 consider when bringing AI into the
8:12 workplace is the potential for
8:14 discrimination. While you've likely had
8:16 lots of practice in noticing and
8:19 counteracting implicit bias in your
8:22 hiring and promotion policies, AI like
8:26 chat GPT is new at this and still
8:28 learning and it's not as good as you are
8:31 at fair hiring practices. For example,
8:34 according to Sherm, a 2022 white paper
8:37 found that the standard AIdriven tool
8:40 selected 50% fewer black applicants than
8:42 humans did. This is a real concern that
8:45 can seriously damage your de andi
8:47 recruitment initiatives. So, if you're
8:49 going to use AI in the hiring process,
8:52 proceed with caution. Tips to get the
8:55 most out of workplace AI. With the rise
8:59 of chat GPT and Bard AI, HR pros are
9:01 well positioned to take advantage of
9:04 this technology. Advanced chat bots are
9:06 particularly good at writing rough
9:08 drafts of content if they're given good
9:11 instructions, which means they can save
9:12 you a lot of time drafting emails,
9:15 culture guide sections, and even legal
9:17 policies. Let's say you want to add a
9:19 communication policy to your culture
9:21 guide. You can sit down for an hour and
9:24 write it out yourself, or you can prompt
9:26 one of these chat bots. It's as simple
9:29 as typing, "Write me a communication
9:32 policy that prioritizes methods in X
9:35 order." And the bot can do the rest. Of
9:37 course, you'll still have to review,
9:40 edit, and get approval for this policy,
9:42 but you can likely do all that in the
9:44 time it would have taken to just write
9:46 the first draft. This can save money as
9:49 well, since you can prop the bot to
9:51 write legal policies and then have your
9:53 organization's attorney review them.
9:56 Since many attorneys charge by the hour
9:58 for their time, it will cost a lot less
10:01 to have them review an existing draft
10:02 than pay them to create one from
10:05 scratch. In addition to writing, you can
10:09 train an AI to respond to employee FAQs,
10:10 schedule interviews based on your
10:13 availability, and even generate ideas
10:16 for organizational events.
10:18 In her LinkedIn article, Alli K. Miller
10:21 brainstorms other ways professionals can
10:24 use AI in the workplace. Here are some
10:28 other ways HR can take advantage of AI.
10:30 Creating personalized learning materials
10:33 to train managers.
10:35 Writing fake interview responses to
10:38 train employees on hiring practices.
10:41 Write emails for different needs like
10:43 regular compliance notices or accounts
10:45 receivable follow-ups.
10:48 editing job descriptions to make them
10:51 more compelling. Generate ideas for
10:54 sourcing quality candidates online. The
10:57 opportunities are endless. In this
10:59 episode, we've covered everything you
11:01 need to know about using artificial
11:04 intelligence in HR. The details will
11:06 vary depending on which software you
11:09 use, but the big picture is that AI is
11:11 here to stay in the modern workplace.
11:14 Just remember, Chat GPT and other
11:17 services are tools for HR pros, not
11:20 replacements for them. Making the most
11:22 of these tools will help you save time
11:24 and money and add value to your
11:27 organization and free you up for a more
11:30 strategic role. As always, remember that
11:32 your role is as strategic as you make it.
11:39 Well, that's all the time we have for
11:42 this episode. Don't forget to subscribe
11:44 to our channel and ring the bell to get
11:46 notifications about the latest HR Party
11:49 of One updates and new episodes. Also,
11:51 join our HR Party of One group on LinkedIn.
