For many companies, entering the quickly-changing technology sphere, for example, chatbots and generative artificial intelligence, can appear intimidating. Navigating this new arena can be daunting; however, embracing these advances can have major benefits.
Companies are investing in OpenAI’s ChatGPT, Microsoft’s Bing AI, and Google’s Bard technology due to the large language models that enable its human-like conversations. All of them are in the spotlight presently.
TalentGPT, Beamery’s AI language model platform, has the potential to significantly improve recruitment and retention experiences for candidates and employees alike in HR and Talent Acquisition, according to Sultan Saidov, co-founder and president of the global human capital management SaaS firm.
Sultan Saidov says:
“Historically, HR has been built around processes, rather than around people,”
“The first question we should ask ourselves, when it comes to adopting AI and GPT technology, is, ‘What does it take for companies to treat people like they treat their customers?'”
“Whether it’s a candidate, employee, or manager, our experiences as consumers over the last decade, with or without AI, have become increasingly frictionless and personalized,”
Companies must transition from process-oriented systems towards AI, providing more tailored and personal experiences for candidates, employees, and all organisational stakeholders. Doing so will allow them to create an enhanced user experience that benefits all involved.
Companies face HR issues such as return-to-office mandates, lower productivity, disengagement, and retention, even in a climate marked by wide layoffs. Solutions to these HR issues can be difficult to manage amid the troubles of job elimination.
AI and chatbots can play a significant role in helping to address these issues from the start of the employee journey. Specifically, during job applications and recruitment, AI and chatbots can be employed for a more streamlined recruitment process.
AI is a powerful tool that can facilitate the entire candidate experience, from screening resumes, scheduling interviews and supporting onboarding, according to Sameer Penakalapati, CEO of Ceipal – an AI-driven talent acquisition platform.
Penakalapati says:
“From the beginning, AI can screen and rank candidates by categorizing them into a ranking system for recruiters, and then chatbots can communicate with candidates through messaging about standard topics like compensation expectations,”
“This creates an experience for candidates that’s smooth,”
“At the same time, recruiters and HR teams collect the information they need before connecting a candidate to a member of their team.”
Creating a more personalized candidate experience requires speed and efficiency, which AI and ChatGPT technology can provide to recruiters, according to Penakalapati.
Penakalapati continues to say:
“Screening candidates is the biggest component of finding talent, and recruiters, hiring managers, and HR leaders only have limited time to fill positions for their organizations,”
Bot technology can greatly reduce the time needed when analyzing resumes and identifying candidates who should progress to the subsequent round of job interviews.
Incorporating such tools, candidates can get screened for a role and have a more meaningful first conversation regarding their personality and suitability with the company culture, as stated by Penakalapati. This method of applying for jobs contributes to streamlining the recruitment process.
Outdated processes can be seen as a contributor to employees leaving or not staying engaged, whether it causes falling productivity or just “quiet quitting.” Experts predict that incorporating virtual reality and artificial intelligence could be game changers in overcoming these issues.
Companies need to invest in their employees’ experiences the same way they invest as they do in their customers, according to Saidov. Investing in employees should be done with the same priority as investing in customers, thus creating positive experiences for both.
He compares the situation to how people use Google Maps, arguing that it is similar in many respects.
Saidov went on to say:
“It tells you exactly how you get from here to there for a certain destination. For an employee trying to navigate choices in their company, nothing like that exists.”
AI and chatbots could support workers in better understanding their place in the company, including pathways for career progression and lateral moves. This visualization of opportunities can help reduce the chance of early resignation by allowing them to see possible paths for growth.
A chatbot can provide marketing employees with valuable insights into how they could potentially transition to a career as a product manager, including details on the additional steps taken by individuals who have pursued similar professional growth.
The employee could utilize AI to understand the additional skills and knowledge required to take on a different role in the organization. It would also help them become informed about what is necessary for such a transition.
Saidov continues to say:
“AI helps create this experience by helping workers access information about what is happening in the company in a very natural way,”
“It helps them see their future at a company and analyze the trajectories of people who started in similar roles as them.”
AI and ChatGPT have great potential to help HR executives tackle diversity and inclusion problems. Studies demonstrate that workers are becoming increasingly dissatisfied, particularly Black employees. Deploying AI and ChatGPT can assist in tackling these issues.
Black employees feel disgruntled due to a lack of pay transparency, the contradiction between what the company stands for and its values, and a scarcity of diverse leadership.
Saidov adds to say:
“The transparency that AI can provide in assisting with choices in the employee experience creates more than just a nicer experience,”
“It provides an opportunity to create more inclusion.”
AI and chatbots can help create a more inclusive working environment regarding career pathways. These automated tools can match candidates to roles focusing on skills rather than educational credentials.
For disadvantaged employees, providing the chance to re-skill or upskill is an excellent guide for them to improve their competencies.
Platforms such as recruitment, job postings and task-based Marketplaces promote more inclusion by providing a transparent view of available positions, giving employees a range of choices to make informed decisions toward advancing their careers.
AI and Chatbots can potentially revolutionise how businesses approach recruitment and retention. By leveraging these technologies, employers can save time and resources and create a more positive and engaging employee experience. As the job market continues to evolve, it’s clear that AI and Chatbots will play a crucial role in shaping the future of work.
Source: CNBC
