Unless you have been living under a rock for the past 4 months, I am sure you have heard about GPT-3.
The internet cannot seem to get enough of it! Everywhere you go there's another story and article about it – some people are excited about it, and some are skeptical about this revolutionized AI.
Either way, it’s the beginning of a big phenomenon…and some say that is going to be bigger than the introduction of the Internet.
GPT-3 is a conversational AI model also known as Generative Pre-trained Transformer, which is a powerful language model developed by Open AI that can understand and respond to natural language input.
More specifically, as suggested by Forbes, chat GTP-3 generates text using pre-trained algorithms that have been given all of the data they need to carry out their task. It can be used for several tasks, such as drafting blog posts, composing college essays, compile work reports, only by asking the machine to write for you.
It can also be used to translate text in different languages, perform analysis, write code, and translate between programming languages, among others. This seems to be facilitating some of the tasks we use to do manually, by putting our efforts and skills into the function of a result.
Now that GTP-3 requires less technical know-how, the question now is how this can be used by hiring managers in a useful way?
As a recruitment consultant at Recruiters.ie, I’m going to share some of the ways we’ve been using GPT3 in carrying out our employer services - specifically using it to cut our client’s time-to-hire - and share how Chat GTP-3 can be used by hiring managers and Talent Acquisition teams to automate certain tasks throughout the recruitment process.
AI is not new to creating efficiencies in the recruitment process. Many of us will already be aware of the running “boolean searches” within our databases to find active and passive talent, which aim to broaden and define accurate search results. Now, hiring managers could avail of GTP-3 to run detailed Boolean research about the top recruitment partners in the specific area specialized in that industry, this could save some time and produce more efficient results.
As follows, one of the most important aspects of recruitment is to write a specific job description in relation to the individuality of the business and daily tasks. This is a fundamental first step to ensure hiring the right fit, by listing the tasks to be performed in the job and the skills required.
This task usually takes a good chunk of the recruiter’s/manager’s time and now GTP-3 could facilitate it by making a detailed job description that could attract more potential candidates to apply, in less time.
After the job ad has been posted on different channels, we should receive applications to be reviewed, screened and shortlisted. For roles requiring fewer years of experience and education, the candidate poll is wider, and hundreds of CVs can be received. On average a job opening receive 350 CVs at Recruiters.ie, which typically requires about 23 hours of screening them – multiply this by three for hiring managers with full-time jobs and other daily tasks.
Instead, with the help of GTP-3, this process could save recruitment consultants and hiring manager’s a lot of time. In fact, the machine can be trained to qualify CV based on the job description which will automatically reject candidates that don’t respect the basic requirements and skills.
Moreover, GTP-3 can also support the recruitment process by facilitating communications with candidates. In fact, GTP-3 can be programmed to answer personalizing response questions that candidates may have about the company or the job such as the job description salary benefits culture, this can help candidates better understand the position and the company before applying to schedule an interview. This would also have incredible results for your employer brand!
Chat GTP-3 can also be programmed to conduct initial interviews by asking candidates a series of questions about their skills experiences and qualifications which can help both recruiters and hiring managers quickly filter out candidates who don’t meet the minimum requirements for the job by analysing the written input and quickly assess the candidate’s fit for a job.
Another interesting area where GTP-3 could be of good support for organizations is Diversity, Equity, and Inclusion in the workplace. Most organizations are emphasizing the importance of DE&I for a successful and fair business model but what could jeopardize DE&I efforts is the gendered language problem in the recruitment process. For instance, the tech industry is still male-dominated and employers might struggle to craft inclusive job descriptions and titles. In this case, GTP-3 could provide guidance in using a more gender-neutral language and reducing potential discrimination.
Chat GTP-3 also can create all sorts of copy, can create all the templates, help write blog posts, and even mission statements and company values. These can be beneficial for organizations to boost their online presence, employer brand, and reputation. GTP-3 can be useful for drafting employment offers, contracts, and reference letters among several other tasks. Note that some heavy critical thinking is still highly advised when performing these key tasks.
Above, we have explored some of the areas where GTP-3 could be used in relation to the recruitment process. Many of the tasks performed aim to reduce the time spent by recruiters/ managers who can be able to focus on more cognitive tasks.
However, the fact that GTP-3 is able to perform certain tasks doesn’t translate into the same quality as an experienced recruiter. Chat GTP-3 should be used as a tool to assist recruiters rather than a replacement for human interaction and organizations should be very mindful of when using it.
GPT-3 has several flaws such as producing nonsense or biased responses with the risk of creating false content. A recent study shows that GPT-3 often shows a variety of biases based on ethnicity, gender, religion, and minorities in general. It was shown that texts generated by this model use different adjectives to describe the same tasks done by women and men. Such as women are affiliated with the word “given”, while men with the opposite, “taken”. Another downside could be the candidate’s perception, how would they feel if they know an AI is screening their applications or that an AI could conduct their interviews?
GPT-3 is only one of the available advanced machine learning. Currently, Google Facebook and Microsoft among others are creating their own versions (Harvard Business Review, 2020) and plan to embed AI into their services in ways that may transform the market.
As mentioned, we’ve been using AI tools for the last 10 years at Recruiters.ie and currently experimenting with GPT3 and GPT4 to streamline our recruitment processes and automate manual processes for our clients.
However other platforms, such as Babblebots.ai, a recruitment and talent acquisition platform is doubling down on GTP-3, by using voice technology, conversational intelligence, and proprietary AI algorithms to interview and assess candidates for both technical and non-technical roles.
The company conducts a human-like interview for more than 200 different roles using conversational voice bots in more than 20 languages, by using a poll of more than 10,000 questions across technical and analytical skills and are fully customizable for job roles, questions, and company branding.
In Conclusion, we can say that GPT-3 can be used to provide support in some repetitive tasks, giving back time to hiring managers, which can be used to do more cognitive tasks. By letting machine learning do part of the job, the productivity of the single individual can increase, and efficiency as well.
GPT-3 can support hiring managers in providing a more efficient service to clients and candidates. Organizations should be careful with the use of GPT-3 due to negative aspects such as biases and inaccuracy. It’s believed that GPT-3 will not substitute humans in the recruitment process, but can automate tasks and save time in recruitment process.
I’m curious to know how many organizations are already using GPT-3 and how many are planning to introduce it, or if you are already planning to use the latest version GTP-4!
Reach out if you have other thoughts on how this technology could be used in recruitment at: barbara.scamardella@recruiters.ie
Written by Barbara Scamardella
Talent Acquisition Consultant | Temp and Contracting Recruitment at Recruiters.ie
