Artificial intelligence is no longer a dream of the future: since the launch of the AI tool ChatGPT at the end of 2022, at the latest, it has been clear what AI can do. Since then, experts in all kinds of industries have been trying out how they can best integrate ChatGPT into their everyday work.
The use of AI is also gaining importance in HR. In this article, you will learn what you can already use AI tools like ChatGPT for today to make your recruiting more effective and efficient - and what you would rather not use them for.
AI in recruiting: advantages and disadvantages
AI is already being used in various areas of recruiting. The aim is to standardize and automate processes and make them simpler, for example in talent acquisition, in the pre-sorting of applications or in the matching of candidates with the job description. How well this works, however, always depends on the AI tool itself or its database.
Practical tips: 4 uses for AI tools in recruiting
But where and how exactly can AI tools like ChatGPT be used in the recruiting process? Below we have some suggestions:
1. write job ads
Good job ads are part of recruiting. With a little information, ChatGPT can formulate them and save a lot of time. Either provide the AI tool with your client's entire briefing or let it generate a specific outline and general job requirements and then customize the ad.
Important: Delete all sensitive data and information that could point to the company in advance so as not to run any risk with regard to data protection regulations.
Write from the perspective of a recruiter. Create a job ad for an HR consultant in a construction company. Organize the ad clearly using bold type and subheadings according to the following points:
- Your field of activity [For a better result you can enter keywords here].
- Our requirements [Note: see above]
- Benefits [Note: see above]
The target audience for this job posting is individuals with recruiting and/or HR experience who are well versed in [insert specific skills]. The construction company offers an internal daycare center, training and development opportunities, and parking for its employees.
2. formulate text modules
Recruiting thrives on good communication - and it often comes down to subtleties. Here, AI can support you very well and pre-formulate job ads, interview questions, candidate exposés and e-mails. In the case of particularly delicate texts such as e-mails for the initial contact or rejection letters, it is worthwhile not only proofreading but also possibly revising the wording.
Prompt example 1:
Write from the perspective of a recruiter. Create a list of 10 to 20 possible questions to ask applicants in an interview for the following job posting as a Plant Planner:in or Design Engineer:in in Engineering & Manufacturing.
Structure your answer according to the topics
- General questions
- Questions about job-specific requirements
Structure your answer with bold, bullet points, and subheadings.
Job ad: [insert job ad]
Prompt example 2:
Write from the perspective of a recruiter. Formulate a sympathetic and appreciative email rejection to an applicant who did not get the job.
3. check the suitability of candidates
Matching resumes with job ads and identifying suitable candidates can take a long time. It's faster with AI tools that can scan both texts and clearly summarize the pros and cons of specific candidates.
Write from the perspective of a recruiter. Based on the following information about a candidate and a job ad, evaluate how well suited this candidate is for the job. Give me your answer in the form of a list of ten pros and cons.
Candidate: [insert anonymous information].
Job ad: [insert job ad]
4. research keywords for the search
In the area of talent acquisition, for example via active sourcing, the right keywords for the search are particularly important in order to find suitable candidates. Here, too, AI tools such as ChatGPT can provide support based on the job advertisement and beyond.
Write from the perspective of a recruiter. Create a list of keywords to search for suitable candidates based on the job posting below. Take an expert's perspective and add additional keywords to the list that may not be included in the job description.
Structure your answer using subheadings and bold and sort the keywords into different categories.
Job ad: [insert job ad]
The more precise, the better: the right prompt
In all these applications, the right prompt, i.e. the instruction to the AI, is the key to success. The more precisely the prompt is formulated, the better the output will be. That's why a good prompt should always contain information about the type of text, the desired length (number of words or characters) and formatting (bullet points, subheadings, bold print). It is even better to provide the AI with an outline right away. In addition, the AI must know from which perspective and for which target group it should prepare the content.
If the result still doesn't quite fit, you can also modify the prompt a bit and try again. In general, it is recommended to try out what produces the most suitable results and then create an appropriate prompt library and save even more time in the future.
AI unsuitable: What ChatGPT and Co. can't do
As helpful as AI can be in recruiting, those who want to use it also have to deal with its limitations: The data available to AI all dates back to before September 2021 and may therefore already be outdated.
Another important issue here is data protection, because AI collects and analyzes large amounts of personal data throughout the recruiting process. Before using such a tool, recruiters must therefore ensure that applicable data protection regulations are complied with and that data misuse can be ruled out. This can severely limit the use of AI.
AI also cannot directly help with one of the most important questions in recruiting, because it does not suggest specific candidates. The reason: ChatGPT, for example, does not have access to the social media profiles of individual people. But here, too, it is important to circumvent this obstacle with the right prompts - ChatGPT can, for example, very well support Boolean searches in active sourcing.
Conclusion: Faster with AI
The potential uses for AI in recruiting are many and varied. With the right prompts, tools like ChatGPT can take a lot of work off the hands of HR experts and save time. But AI can do far more than just that.
Recruiting and HR consulting live from personal contact, which even the best prompt for ChatGPT cannot replace. Even if AI tools can write job ads and check the suitability of candidates, these are ultimately only individual steps in the overall recruiting process. AI can accelerate and automate this process - leaving recruiters more time for personal contact with customers and candidates.
Do you need support from experienced personnel consultants who will find the perfect match for you? Get in touch with us!