More than one hundred million users’ access ChatGPT every week, including employees in organizations across the globe. As management and senior executives gradually understand the transformative impact of generative AI (Gen AI), HR teams that have embraced AI platforms are already performing better and gaining a competitive edge over their peers.
If an organization do not have right people in the key roles, it is nearly impossible to grow or stay ahead in the industry. Employee burnout and work exhaustion will also deteriorate their performance in the long run. This is where HR teams come in.
HRs play a vital role in handling employees who are the crucial resources in every organization. From hiring to onboarding and offboarding, HR people have enormous works to do in an organization. It is the responsibility of the management to provide HRs with the right tools they require. After HRMS, it is Gen AI that is turning the tables lately.
In this blog, we’ll explore how artificial intelligence, particularly ChatGPT, can assist HR professionals at every step of the employee lifecycle, significantly reducing their workload.
ChatGPT Use Cases in Employee Lifecycle
Recruitment
Recruitment is a series of activities, starting with the creation of a job description to resume screening and interview conduct. There are many places where HR can use ChatGPT’s impeccable intelligence.
- JD creation for every job type and role customized to a specific department can be time-consuming. A proper input as prompt will yield suitable JDs.
- Resume screening with Gen AI’s help can be much easier. For instance, searching hundreds of resumes for the right candidate will take hours. Also, after this exhausting, screening the resumes with varied skill sets makes it difficult to zero in on the right candidate. A resume screening checklist for the particular job role will assist.
- Asking the same set of interview questions to every candidate cannot help determine their skillset. Retrieving new interview queries from the Gen AI platform will reduce the time HRs spend scrolling various technical sites for “interview questions.”
Onboarding
- It is crucial to create onboarding checklists for specific departments. The assets and requirements of each team will differ based on the work they do. For instance, an IT company will have developing, testing, marketing, sales, and other teams to perform the tasks required of an organization unanimously.
- Personalized welcome emails can be created within seconds. For new hires, it is the commencement of a fresh journey, and a motivating email with personal messages will elevate their onboarding experience rather than reading the usual templated email messages.
- Customized training materials can be prepared quickly with AI. This will benefit candidates with relevant experience who need to tweak them a bit to meet the organization’s requirements.
Performance Management
- SMART Goal setting based on the organization’s needs.
- 360-degree feedback questionnaire for collecting information from peers, subordinates and managers.
Employee Engagement
- HR’s job doesn’t end after onboarding but throughout every phase of the worker’s lifecycle. Acquiring feedback from workers will help talent management teams understand the landscape of the workplace through employees’ perspectives.
- A strategic idea for team building is essential, as a coworker’s relationship with the team can impact the organization’s productivity. The journey of an employee in the organization should be happier for high productivity.
Limitations of AI
- Real-time updates can be a little weak, as extracting information from recent articles like those posted a day ago is not possible for AI models.
- Moreover, the information can be biased that we are receiving from AI models.
- Sharing sensitive information can cause security concerns
- The Gen AI can incorrectly understand interpretation of the prompts
- Also, prompt quality is very important. The poorer the quality of a prompt is, the worse the response will be.
What is Prompt Engineering?
Prompt Engineering is all about understanding the right way to structure instructions, or prompt people will give to Gen AI for a better quality of outputs.
Will ChatGPT replace HRs?
Absolutely not. While AI can automate and assist with repetitive tasks, the human touch remains irreplaceable. HR professionals provide emotional support, empathy, and human insight that AI cannot replicate. Whether it’s resolving conflicts or providing a listening ear, people will always need that human connection in the workplace. AI is simply a tool—a powerful one—that complements HR efforts by handling time-consuming, monotonous tasks, allowing HR teams to focus on strategic initiatives.
How HR Leaders Can Prepare for the Transformation?
Ethical Usage of AI in HR Department
- Firstly, a proper guide on how to use AI in HR should be levied. Listing out what to do and what not to do with Gen AI will resolve most of the issues.
- Before integrating, it is important to see a trial. Check how well the Gen AI is working in every phase of the employee lifecycle. If it is not suitable, there is still room to shift gears and try in other areas of HR operations.
- According to previous reports, a glitch happened, enabling users to view the sensitive information of other users. It highlights the importance of limiting the data users share with AI models like ChatGPT.
- Gen AI policy for employees is a must so ensure that a well-planned guidance is offered to the workers as well as supervisors.
Wrapping Up
AI is now an ally to humans in every aspect of their work, regardless of the industry we work in. And, AI in HR industry is no exception. It is all about using AI ethically. The combination of a good HRMS, Gen AI and human intelligence will yield success without any doubt.
