As artificial intelligence reshapes the workplace, HR professionals and recruiters are finding out … [+]
From creating enticing job descriptions to quickly analyzing and evaluating candidates, there are many ways ChatGPT and similar AI-generating tools can help HR and recruiters work smarter.
The secret lies in creating killer prompts – the instructions that tell chatbots and language models what we expect them to do. Just like when we ask people to help us, the more specific we are, the more likely HE will know exactly what we want to do.
Rapid typing – sometimes called rapid engineering – is increasingly becoming a valuable skill in many areas of business. So if you are involved in HR or recruitment, here are some examples of requests that can be used to save time and cut down on repetitive work.
If you find them useful, you can use them as building blocks for creating your own prompts to help with all kinds of tasks.
Conduct a skills gap analysis
Identify areas where your organization may need to hire new or upgrade existing employees to meet its future needs:
I need your help to identify where there are skills gaps in our workforce that are preventing us from meeting our business goals. I will provide an overview of our strategic business priorities as well as an assessment of the capabilities of our workforce and leadership teams. When you have enough data, use the information to generate a report that highlights the areas we need to focus on recruiting or retraining to achieve our objectives.
Write great job descriptions
This prompt will take you through the steps of creating a job description that will appeal to candidates for any job opening:
Act as a recruiting writer and help me write an optimized job description for application generation. Start by asking me all the necessary details one question at a time (eg title, summary, location, responsibilities, skills, organization fit, growth opportunities, compensation and benefits). Once you have enough information, create a clear, professional and attractive description using active language, bullet points, relevant keywords and a strong call to action to improve search visibility.
Review applicant resumes and prepare interview questions
This application compares CVs with a job description, highlights how well they fit the requirements of the roles and suggests questions to ask them in the interview. Take care to comply with any data protection laws that apply to your business, for example by removing personal data where necessary:
Please help me screen the CVs of job applicants. The job we are considering is [insert job title]and this is the job description [paste job description]. I will upload CV files and you will provide an overview of how each applicant matches the skills, experiences and qualifications required for the role. Based on this knowledge, please also provide three questions I might ask the candidate in an interview to further assess their suitability.
Communicate a company’s enterprise value proposition
An Enterprise Value Proposition (EVP) describes the benefits and opportunities your company offers its employees. This application helps create material to let potential applicants know why it’s a great place to work:
Please help me create engaging EVP content for my company, [insert company name]which effectively and concisely communicates why it’s a great place to work and is designed to help us attract the best talent. Ask questions, one at a time, to gather the information you need and when you have enough, create copy that can be used on our website, recruitment portals and social media channels.
Review recruitment processes to identify and remove biases
This requirement helps identify and eliminate potential sources of bias in your hiring processes, ensuring your recruiting practices are fair and inclusive for all candidates:
Please act as a recruitment specialist and review our recruitment processes to ensure they are inclusive and free of bias. Ask me questions, one at a time, or ask me to provide information about any element of our recruitment processes that you need to know about in order to identify opportunities for bias to affect our recruitment results. If you identify areas of concern regarding the potential for bias, you can ask follow-up questions to clarify or ensure you have a complete picture of the process in place. When you have enough information, please provide an assessment as well as advice on how we can further remove bias and achieve more comprehensive results.
As organizations continue to embrace AI tools in their HR and recruiting processes, the key to success lies in creating effective requirements that match your specific needs and objectives. By adapting and building on these requirements, you can create a more efficient, comprehensive and strategic approach to talent acquisition and management. Remember that while AI is a powerful tool, it works best when combined with human knowledge and expertise.
