ARTIFICIAL GENERAL INTELLIGENCE IS HERE, AND IT MAY HAVE JUST CHANGED TALENT ACQUISITION FOREVER.

This month, OpenAI made their much-anticipated artificial general intelligence interface — ChatGPT — public, and it immediately captured the attention of the technology community. Unlike the chat-based AI we’ve become accustomed to using (or avoiding), ChatGPT is truly spectacular. Its responses are so human-like that you’d be forgiven for assuming it actually spent time thinking about them.

ChatGPT was built using Reinforcement Learning from Human Feedback (RLHF), a method of training AI that uses a learning algorithm with small amounts of human feedback to very quickly teach a machine to do increasingly complicated tasks. It comes on the heels of another OpenAI innovation, DALL·E 2, which has the ability to create novel images from text prompts. These tools, but especially ChatGPT, represent a huge leap forward in artificial intelligence.

While not without its flaws, ChatGPT is so much better than previous iterations and has burst onto the scene so quickly that many are only now imagining the potential applications. These latest advancements have the potential to transform many aspects of the way we work, let alone embed itself into the very fabric of our everyday lives.

With the future closer than we think, the applications of ChatGPT in Talent Acquisition present both astonishing opportunities and potentially terrifying outcomes. 

This week, the Radancy Labs team put ChatGPT to the test to highlight some of those opportunities and challenges. 

ChatGPT will help sourcers and recruiters identify and message candidates. Watch here as we ask for an advanced Google query string to identify Software Engineers with Python experience, located in Chicago, who have or do work for select companies, and then also ask for an email introduction template we can use, complete with our contact information.

ChatGPT will help develop a set of interview questions and ideal responses, allowing non-experienced recruiters to step in to help with early-round screening interviews. 

ChatGPT can even help non-technical recruiters debug code.

How about a new job description? Let AI compose one for you instantly. In this example, we asked ChatGPT to write a job description for a Sales Manager at Google who has 5-7 years’ experience selling global cloud solutions, preferably with experience selling Microsoft Azure and other leading cloud solutions.

Each of these examples shows how artificial general intelligence may drive new productivity hacks and expand the capabilities and output of talent acquisition teams and marketers as a whole. 

However, the news isn’t all good. While it’s easy to demonstrate the opportunities and advancements artificial general intelligence will inspire, we are also given a glimpse into the new challenges this will present to recruiting teams. 

For example, it could slow down the hiring process by making every candidate appear to be the perfect fit, like in this tailored cover letter, perfectly matched to this paid social strategist job at Vox Media: 

What’s worse, it can instantly create a perfectly matched resume, generating a high candidate match score and grabbing the attention of your recruiters.

What about the interview process? AGI will insert itself there as well. Candidates will ace their remote assessments and coding challenges. Take this Google software engineering interview question found in an interview review on Glassdoor that asks, “Write a program that can predict the next word a user wants to type using an existing dictionary.” Here’s the answer, generated instantly:

Finally, how about this example that helps a candidate write a script allowing them to apply to every single retail opening at Walmart within a 25-mile radius of their home?

In just the last week since ChatGPT has been launched, many have called out its abilities and inabilities alike. Many answers are incorrect. Many answers are basic and lack creativity. Some code is properly debugged, some is not. Some code is plug-and-play ready, much of it is not. But the progress is stunning and the possibilities endless.

So now what? What’s next? What is the future of AI in Talent Acquisition? It would only be appropriate if we asked ChatGPT:

“Artificial intelligence (AI) is likely to have a significant impact on recruiting in the future. AI-powered technologies, such as machine learning algorithms and natural language processing, can help automate and improve many tasks in the recruiting process, such as resume screening, candidate matching, and scheduling interviews. By using AI to automate these tasks, recruiters can save time and resources, and focus on more high-value activities, such as building relationships with candidates and providing personalized experiences.

AI can also help improve the accuracy and fairness of the recruiting process. For example, machine learning algorithms can be trained to eliminate bias in resume screening by considering only job-relevant criteria, such as skills and experience, and ignoring irrelevant factors, such as age, gender, and race. AI can also help identify and eliminate bias in other parts of the recruiting process, such as job postings and interviews, by providing unbiased and objective assessments of candidates.

In the future, AI is likely to become an increasingly important tool for recruiters, helping them automate and improve many aspects of the recruiting process. While there are potential challenges and ethical concerns associated with the use of AI in recruiting, the overall impact is likely to be positive, leading to more efficient, effective, and fair recruiting practices.”