BY SUZANNE LUCAS,
HUMAN RESOURCES CONSULTANT,
EVIL HR LADY@REALEVILHRLADY
Repackaging old ideas is easy and that is basically what AI does. As much as we talk about it being artificial intelligence, it's really only spitting out what others have written before. This is not to say it's not incredibly helpful. For instance, in generating suggestions for interview questions.
Recruiter Hung Lee asked ChatGPT to create a list of interview questions you'd want to ask if you were hiring a Head of Talent.
They are great questions. You'd want to tweak them for your company and the specifics of the job, but overall they are a great start.
The problem is, if you can generate the questions, your candidates can generate the answers. And then we get bot-on-bot interviews. I ran some of Lee's questions through ChatGPT and got these answers:
Question: Can you please answer "can you explain your approach to talent acquisition and how it has contributed to the success of previous organizations you've worked with?" as if you were a senior recruiter?
As a senior recruiter, my approach to talent acquisition is centered around identifying and attracting the best candidates for the company. This includes a combination of proactive sourcing, networking, and building strong relationships with both candidates and hiring managers. I use a variety of recruiting tools and platforms to advertise job openings and reach out to potential candidates. I also actively network with industry professionals and attend job fairs and other events to expand my pool of potential candidates.
One key aspect of my approach is to fully understand the needs and requirements of the hiring manager and the company. I work closely with the hiring managers to understand their specific needs and tailor my recruiting efforts to find the best fit for the position.
Question: Can you please answer "can you walk me through a specific recruitment campaign you've led and the results it achieved?" as if you were a senior recruiter?
As a senior recruiter, I have led many recruitment campaigns in the past. I would be happy to walk you through a specific example.
One campaign that stands out to me was when I was tasked with recruiting for a senior software engineer role at a technology company. The company was in a high-growth phase and was looking for an experienced candidate to lead a team of engineers and drive the development of the company's core product.
To start, I worked closely with the hiring manager to understand the specific skills and experience required for the role. I also researched the competitive landscape to understand the market and identify potential candidates.
Next, I used a combination of recruitment methods to reach out to potential candidates. This included posting the job listing on multiple job boards and professional networking sites, reaching out to my own network and industry contacts, and using recruitment software to source and track potential candidates.
Question: Can you answer "How do you build and maintain a strong employer brand?" as if you were a senior recruiter
As a senior recruiter, building and maintaining a strong employer brand is crucial for attracting and retaining top talent. Here are a few key strategies to keep in mind:
Communicate your company's mission and values clearly. Make sure that all of your recruitment materials, including job postings and your website, accurately reflect what your company stands for.
Foster a positive employee experience. A strong employer brand is built on the perception of a positive work culture, so make sure that your current employees are happy and engaged.
Actively manage your online reputation. Monitor and respond to reviews and comments on sites like Glassdoor, LinkedIn, and Indeed.
Here's what stands out.
These answers are super generic. "I use a variety of recruiting tools and platforms" and "I used a combination of recruitment methods to reach out to potential candidates" is precisely what I would write if I were trying to bluff my way through an interview for a talent acquisition role.
There are no real specifics here. And even if there were, there's another problem: there is no way to follow through on this information.
Using a "variety of recruiting tools" begs the follow up question, "what tools and how did you use them?" So I asked.
Question: Can you answer, "what tools did you use as a recruiter? And how did you use them?" as if you were a recruiter?
As a recruiter, I have a toolkit of different tools that I use to support my recruitment efforts. Some of the key tools that I use include:
Job boards: I use job boards such as LinkedIn, Indeed, Glassdoor, and others to post job listings and reach out to potential candidates. These platforms allow me to target specific audiences and reach a large pool of candidates.
In the interest of space, I cut it short. Again, this is just a list anyone who has ever looked for a job could give.
We need humans more than ever.
The bots do something that sometimes our brains struggle with--pulling up the information when we need it. But what it doesn't give is creative or unique answers. Because ChatGPT isn't a human it hasn't had any unique experiences--it can only draw on the experiences of what other people have written.
If you interview candidates and find their answers generic, they may be relying on tools such as ChatGPT to give them their answers. It's certainly possible in a video interview to surreptitiously type in questions.
Make sure you ask for specifics in your questions and don't accept the generic as answers. True face-to-face may be your solution to ensuring people are giving you answers based on their experience, not ones gathered together by a computer algorithm.
Past ideas are helpful but they don't solve future problems.
By all means use any and all tools available to help run your business, but remember, bots interviewing bots don't give you what you need to make change.