Before ChatGPT came in and took the world by storm, HR workers relied on manual communication, paper-based processes, in-person interviews and time-consuming onboarding. Data analysis was also done manually, and HR availability was limited. Sure, this might have worked previously, but the best route is to incorporate tools that can make a tedious task easier.
That is where ChatGPT steps in. ChatGPT has streamlined HR processes, reducing administrative burden and enabling HR professionals to focus on higher-value tasks. When looking for new employees, HR professionals use ChatGPT to conduct initial interviews or assessments with job applicants, asking questions and evaluating their responses. And for the onboarding process, ChatGPT assists in providing new employees with onboarding information, answering common questions and guiding them through the initial orientation process.
Those were two steps that came to mind as examples of some of the more time-consuming tasks HR workers previously had to do.
Now, with tools like ChatGPT, HR workers save time and focus are other priorities. In fact, a recent Capterra survey revealed that 73% have used ChatGPT or a similar chatbot for their job, with 97% saying these tools save time so they can focus on other priorities. Also, 91% of HR professionals who have used bots for work say the quality of the responses are "good" or "excellent."
ChatGPT is such a well-received tool that HR workers say applicants who use the tool to help write their resume or cover letter will be viewed at positively because it indicates the job applicants who use generative AI to differentiate themselves from other candidates and impress recruiters.
Still, ChatGPT should not be a tool used to replace human judgment, expertise and uniqueness. To keep things relevant to this article, HR professionals need to remember they still play a critical role in evaluating and making decisions based on the information provided by ChatGPT.
Just think about it. Chatbot content, including ChatGPT, may lack the company's unique personality, which is crucial for attracting job seekers and building company culture. Additionally, there is a risk of inaccurate or biased language.
Therefore, it is recommended to use ChatGPT for evergreen content like employee engagement surveys or performance review templates.
“HR is responsible for so much content creation, it’s not surprising that they’ve turned to generative AI tools like ChatGPT so quickly,” said Brian Westfall, principal HR analyst at Capterra. “However, these chatbots aren’t perfect. If HR users aren’t careful, they can easily spread inaccurate or biased information with employees or job seekers — harming the employer brand.”
Generative AI chatbots like ChatGPT are here to stay. There is no doubt about that. However, they are not yet advanced enough to fully automate HR tasks. It is crucial for professionals to be diligent in fact-checking the generated content to prevent critical errors that could damage their brand's reputation or create a disconnect with current and prospective employees.
Future of Work Contributor
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