Is GenAI a recruiter’s newest frenemy? Hot takes from Hung Lee, 12 influential TA leaders, and the Cabinet Office
Arctic Shores
Helping disruptive TA leaders navigate a new era of recruitment with task-based assessments
Who will win in an AI-fuelled battle for power? The bets are on…
Last week was a big week for hot takes ????
We got together with some of the biggest powerhouses in Talent Acquisition across the course of three events: our first TA Disruptors Club dinner, a panel hosted by 万宝盛华 , and Hung Lee ’s Brainfood Live on Air.?
And just as you’d expect from some of the industry’s biggest titans (think BT, Capita, EY, and Hung of course), the conversation opened up some big questions. Like…
??If recruiters are gaining efficiencies from using GenAI, but hoping candidates won’t do the same, does that make ChatGPT recruitment’s newest frenemy??
??Can we really blame candidates for using AI to apply to hundreds of jobs with one click after (selected) recruiters spent years using mass LinkedIn outreach for sourcing???
??Is younger candidates’ embrace of GenAI creating the biggest generational divide we’ve seen for years between fresh talent and traditionalist hiring managers??
??Is it really fair to call candidates’ use of Generative AI cheating??
There’s no doubt that we’re in the middle of a unique moment in time that sees the power dynamics between candidates and TA teams shift on an almost weekly basis –– with the scales constantly see-sawing from one party to another about whether they should or shouldn't be allowed to use AI in the recruitment process.
And the debate is getting more complex with every new piece of tech that arrives and every new conversation about ethics that springs to life.?
Right now, it’s not clear who will come out on top. Which makes it the perfect time to take a step back.?
Because the reality is that we don’t want one party to come out on top. We’re not talking about a straightforward power play where there should be one winner.?
In fact, the scales shifting too far in one direction could be a disaster. One that could result in unscalable processes, a poor candidate experience, and high attrition rates.
We need both candidates and TA teams to win if we want to hire people who will thrive in the role and avoid having to re-introduce processes that we canned for a reason.?
This likely means simply putting bandaids on existing solutions by using processes that are hard to scale or that offer a poor candidate experience won’t cut it in the long run.
To really figure out how to navigate this brave new world, we need to redesign our selection process so that both candidates and TA teams can get value from GenAI, while also making sure we can sift effectively at scale and capture an accurate picture of a candidate’s true potential to succeed.?
And luckily for all of you, Sonia Pawson – Director of Government Skills at the Cabinet Office –?has made a head start. Check out the latest episode of the TA Disruptors podcast for pragmatic, optimistic, and practical insights you won’t want to miss about how to navigate recruitment in the age of GenAI.
领英推荐
How Sonia Pawson is approaching redesigning the selection process for the Civil Service Fast Stream
In our latest episode, we dive deep into why Sonia and her team are cautiously optimistic about Generative AI. She draws on her experience as both a Chartered Occupational Psychologist and a practitioner to share expert insights on…?
??How the Cabinet Office is bringing together analysts, data scientists, and occupational psychologists to build new digital ‘robots’ in a controlled environment ––?including an insight into the algorithm they built to reduce their internal posting process by 10 days.?
??How they’re redesigning their selection process for their 2024 graduate intake, embracing and integrating AI into the process, and improving efficiency while maintaining high ethical standards and predictability (plus, why they’re building their own task-based assessment in-house).?
??Details into the analysis that Sonia’s team did to conclude that moving beyond the CV as a single determinator was the way forward and the approach they took instead.?
So if you’re looking for inspiration on how to redesign your recruitment process in the age of Gen AI - in a way that works for TA teams and candidates - then listen below (and don’t forget to hit subscribe so you never miss an episode).?
Don’t forget to hit ‘subscribe’ to be sure not to miss next week’s episode with Siadhal Magos , Metaview CEO and co-founder.
Three nuggets of wisdom
?? The World Economic Forum cited back in May that ‘100 million people could be added to the global talent pool through a skills-first approach’, and recently they shared a video breakdown from LinkedIn co-founder Allen Blue, discussing this approach in more detail.
?? This year’s ISE Student Recruitment Survey found that nearly a third (28%) of student and graduate employers are now using Generative AI as part of their hiring process, which is a significant increase from 9% in 2022.
?? In this episode of McKinsey Talks Talent they dive into the rise of the number of technical roles across industries and sectors, without the people to fill them. Skills-based hiring could help organisations access new talent pools.
Bonus nugget
P.S. Check out the recording from?Hung Lee’s Brainfood Live On Air episode on AI-enabled job seekers: what’s the plan??