Will #chatgpt4 improve productivity and simplify the #talentacquisition process?

There are a number of #prophecies and #artofthepossible being #visualized, and every passing day a #newthinking takes shape as far as #usecases are concerned. After it was released in June 2020, GPT-3 quickly demonstrated it was formidable. It scored?a 147 on a verbal IQ test, putting it in the 99th percentile of human intelligence.?And suddenly, it took the world by storm. 100 million users in 2 months… what a record that was. Don’t see this record being beaten soon. Hopefully??.

Up until now, AI has been good at #eliminating the 3D jobs – dull, dirty and dangerous. #automation has indeed scaled up to deliver industry expectations of #productivity and #simplification. Modern AI is supposedly better with #largelanguagemodels working on both #text and #images in a single #model. However, when it comes to automating judgment and #predicting #socialoutcomes, there is a lot that still needs to happen. One reality that stands out is that Chat GPT will not be deployed to take #decisions for years to come. And the same approach will be with Talent acquisition.

Talent acquisition is getting complicated in this post pandemic and Being #digital world. With ever evolving and changing technology, business processes and consumer behavior, availability of skilled resources is scarce. Locating them is a near impossible task. This makes hiring cycles become longer. Added to that, loyalty as an attribute is depleting. An interesting term- jumping jacks was coined years back in 2002 to refer to candidates who go shopping for more offer letters. Add to that, the #gigworkers are taking much attention across both employers and the society. We have seen many gig platforms evolve over the years and is now becoming strategic to an organizations continued success. And this can make Talent acquisition that much more complicated.?

So is there anything that ChatGPT can do to help in improve productivity and simplify talent acquisition process. Lets discuss a few areas.

·????????Enterprise facing processes, be it planning, scheduling, reporting, pre-screening are good candidates for AI. AI technology used to source candidates, review resumes, and schedule interviews, job recommendations, candidate screening as well as candidate engagement scoring to find the best-fit candidate.

·????????A contextualized synopsis of candidates profile as a preread for the hiring manager. Leveraging High tech, high touch, these touch points can become more personalized. Mass Customization with ChatGPT can map personal preferences, habits and behavior. These key inputs can aid the hiring manager to help set the candidate at ease.

·????????AI and ML will be key in ensuring Customer experience. In Talent Acquisition process, applicants themselves are Customers. In a multi layered pre-screening processes filter out the most suitable candidates. AI can be deployed to ensure that the ones who are rejected have a better Customer experience.

Effectively, GPT’s will enable recruiters focus on the human part of process. In this world of high stress and mental fatigue, Tech should help human's become more Human. What a corollary!

For job seekers itself, they can use AI to help identify and shortlist the companies that align with their culture and philosophy. Beyond that, in the actual interview process, they can leverage AI to help understand the organization and its hiring best practices during interview preparation phase. Automation can help candidates seamlessly complete the documentation stages, especially the most cumbersome and time consuming ones. Modern AI can make this experience much more enjoyable by prompting, suggesting, guiding throughout the process.

We are now reaching some stage of tech for masses, with zero user interface, naturally intelligent, humanized, intuitive, simplified at the same time improving productivity and efficiency. This view of AI feels so comfortable and enticing.