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    Unlock the Power of ChatGPT in Recruitment: How to Increase Efficiency

    To dive into game-changing sourcing and recruiting practices using AI, Talk Talent to Me went live with these top leaders in New York and San Francisco:

    Director of Talent Sourcing, Activision Blizzard, Justin Ghio
    VP of Talent and Culture, Humane, José Cong
    Director, Talent Acquisition, Employer Branding & Awareness, PandoLogic, Jenny Cotie Kangas
    Chief Technology Officer, Hired, Dave Walters

    Time is precious so we’re sharing the top tactics from the workshops so you can start cutting down on time-consuming, redundant tasks. This frees you up to focus on what’s most important – the human-centric aspects of recruiting that maximize impact. 
    Need to get started ASAP? Get straight to our free template with the top tech candidate personas and resources for crafting your ideal outreach sequences!

    Change your approach: speed > experience
    José Cong suggests taking on an analytical perspective. Earlier this year, he did an A/B test with his team. “A” was his most experienced recruiter with over 25 years of experience. “B” was a coordinator he coached on ChatGPT. Five months later, “B” was outperforming the recruiting veteran at a 3X pace. 
    The team even recently closed their first two principal-level engineers (the highest level you can get as an IC). To him, that was not a coincidence. He saw a pattern. 
    José’s coordinator was taking his guidance a step further, dropping in the resume, job description, and manager notes into ChatGPT. He asked the tool for guidance on how to approach and hold a conversation. It was working.
    Augmented over artificial
    This experience reinforced to José that AI was trainable. In fact, he says, “I hate the terminology ‘artificial intelligence.’ It’s augmented intelligence. If we think about it from that perspective, we’ll be less intimidated by it and more open-minded. This will allow us to do what we do best. We’re in the people business. Our job is not to write a great email or come up with a list of candidates if we get to a place where we are recognizing great talent.”
    José believes talent teams now have the ability to craft a message so individuals see something different than what they’re getting and it makes them stop. He calls it the “aha moment.” 
    Focus on relationship-building
    To José, the challenge is getting to that “aha” email. He says, “How do we personalize it? How do we make it representative of our brand? How do we figure out the best way to make that connection? And once we do that, how do we initiate the conversation? Once we have them on the phone or on video, that’s the feature allowing us, as recruiters, to not waste months trying to figure out how to become an expert in a subject we don’t know.
    For a recruiter, it’s not about how many candidates you get through or how many closes. We judge ourselves in terms of the quality of people.” 
    He wants recruiters to spend time developing relationships instead of searching mindlessly through LinkedIn. A tool like ChatGPT handles the remedial work that will eventually burn us out. 
    ChatGPT in action: Intake to email
    Acting as a new recruiter, Justin Ghio demonstrates how to use ChatGPT to:

    Get closer to knowing what good looks like
    Build trust with a hiring manager
    Sound like a quality recruiter to a candidate (in a job field you may know nothing about!)

    What ten questions should I ask a hiring manager about this role?

    Linking to a job description for a Director of Product, Justin asks ChatGPT what ten questions to ask a hiring manager for the role. He points out the results are cookie-cutter questions. So, the next step is to make these more product-focused. He says, “This is where you can really see the power of it. 

    This AI technology is not output-based. It’s input-based. We are always going to be the input to make this technology powerful. Don’t be scared that it’s going to take your job. You are the key that unlocks its potential.”
    Now, with these 10 questions, you might go into the intake meeting and get all the answers. But, you still don’t know much about this rec. 
    Hiring managers want to know: Do you know about this role? Can you sell it to candidates?
    Write me a Boolean string.

    Again, tailor it to the role:

    Justin doesn’t recommend copying this output and launching it into LinkedIn, a CRM, or an ATS. Instead, he considers it a solid starting point. 
    “At Activision Blizzard, we work off buckets to create booleans. This gives you the ability to extend and find candidates quickly. Everything you know about [the company] and everything you learned from the hiring manager based on the questions you got, you then superimpose on the search to continue making it compelling.”
    Then, you might take a deeper dive into who your company is up against.  
    What companies are the main competitors?

    Write a candidate a compelling email
    By now, you’ve: 

    Completed the intake meeting and have good notes.
    Acquitted your target and know what good looks like 
    Evaluated core competitors

    Next, it’s time for outreach. Justin requests a compelling email to a potential candidate. 

    The result is a standard email but Justin wants you to ask yourself: How many quality pieces of iteration can I get done in the next five minutes? 
    Again, ChatGPT offers a starting point. Justin explains it isn’t about getting an entire email. “Maybe it’s to get the first four sentences,  the hook, or a good subject line.”
    Next, he requests something more interesting and creative. 

    “For [Activision Blizzard], which is in the creative space, this is where we see the dividends pay off because the verbiage will change thematically.”
    From here, continue optimizing.
    Make it more concise.

    Justin tells his team, “If you copy and paste this, then send it out, you’ll get a meeting from me on your calendar. But if you’re using bits and pieces, it will help accelerate. 
    Again, in the creative space, it’s really hard to come up with compelling messages for game developers and figure out what will stick. We have to use [tools] to give us a leg up.”

    Justin praises how ChatGPT “points out the key responsibilities, which are parlayed from the job description we fed it. This is extremely helpful and saves time. It allows us to show up to the first meeting with a good candidate instead of making it a two-week process.”
    Using AI in an equitable way
    Establish guidelines
    Justin explains that at Activision Blizzard, AI is “never a decisive step. It is only a guide. We believe any system we have that has automation doesn’t use any simplified output as a determinant factor. It uses it as an indicative factor. 
    It is not deciding anything, but simply giving us inference and the ability to iterate and ideate quicker. There’s power in the ability to draw inferences from candidates.”
    Justin offers further insight with this scenario: 
    “We are familiar with the DEI statistics about candidates not applying for a job when they don’t meet 100% of the qualifications. Let’s take the flip side of this as an example. Let’s say Person A didn’t add technology to their resume because they used it in one project. But their peer, Person B, wrote it on their resume. We can discover, because of AI, there’s a correlation and you should ask Person A about the technology Person B included on their resume. 
    It’s giving that inference to make an even better call. That could be the missing link between an instant reject and a potential hire.” 
    Justin believes the best results come from following guidelines around ChatGPT in combination with your “personal flair and stylistic input.”
    Be intentional
    In the case that AI does have some evil in it, José and his team “go out of [their] way to make sure [they] are investing time and effort into cycling through various demographics. I think that is the best of both worlds. You’re hopefully automating something that will take away the unconscious biases.
    Just in case it wasn’t untrained with AI, you have to be intentional about making sure you’re targeting underrepresented individuals. The best thing is you can do it at a much higher rate.”
    Use a bias checker
    Jenny Cotie Kangas points out that generative AI is trained on everything from the Internet before 2021. She says, “If you’re using it for content generation, it’s really important to have a bias checker like Textio to make sure you’re not biased against people at scale.”
    Tip: Install WebChatGPT, an extension allowing you to integrate post-2021 information into ChatGPT searches.
    A CTO’s take on ChatGPT
    Hired CTO, Dave Walters sees his team using ChatGPT more and more. He says, “We’re finding more opportunities to leverage it and make our lives more efficient. I embrace it.”
    That’s not without caution though.
    At Hired, Dave and his team are trying to “get ahead by setting policies and procedures for when it should and shouldn’t be used, and what you should and should not do with it.
    I recommend getting policies in place so teams know what to do and what not to do. Don’t let that policy be ‘don’t use it.’ You will fall behind. It’s inevitable. People will use it anyway so find the safe ways to implement it and the ways that will benefit your employees, team members, and company.”
    ChatGPT prompt ideas for talent professionals
    How else can ChatGPT help talent pros? Just ask it! Jenny says, “You can ask generative AI to be your consultant to help you figure out where you can use it.” Here’s a simple example for talent acquisition leaders: 

    “I have ChatGPT build my project plans for how I handle the day. If I need to respond to an email, I can take the email and ask it to draft a response.”
    Write a better business case
    Bring ChatGPT a specific situation. Let’s say you’re not getting the candidates you need from your job board advertising. If you need to request more budget, Jenny recommends developing a use case by asking ChatGPT to help you write a compelling argument.
    Support your talent acquisition strategy
    Legislation changes quite often and talent professionals need to stay in the loop to optimize their TA strategy. Jenny explains, “The Colorado Equal Pay Act says to put pay and benefits on a job advertisement. If I’m looking at that with my talent acquisition strategy as just Colorado, I’m missing the bigger picture. Take the block of information about the Colorado Equal Pay Act and take CCPA and New York’s Local Law 144. 
    Then, ask ChatGPT to give the meta implications of these laws to scale that instead of looking at the tiny aspect of a specific piece. That is what we should be using to build talent strategies.” 
    Sharp vs non-sharp questions
    Now that you have some questions to ask, let’s cover how to ask AI effectively. Jenny emphasizes, “You have to ask the right, sharp question to get the answer.” Here’s her example:
    “What is AI?”
    This is a non-sharp question, which will just present a broad response not specific to your individual use case. “Think of generative AI as having all the hats. To get it to respond more precisely, you want to call out the specific hat you need it to wear.” 
    This is what Jenny considers a sharp question, modified to be specific for a stronger output:
    “As a Talent Acquisition leader considering leveraging ChatGPT in my day-to-day, what are some things I should consider choosing to begin?”

    Interested in crafting better candidate outreach? Try our free template. More

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    Leveraging AI for Employee Mental Wellbeing

    As organizations strive to attract and retain top talent, it’s crucial to recognize the potential of artificial intelligence (AI) in supporting employee mental wellbeing.
    Going beyond its role as a productivity tool, there’s untapped potential in AI to support employee mental health in the workplace. But how safe is it to hand over such responsibility to AI? And when should human intervention take place?
    In the modern workplace, mental health has gained significant recognition for its importance. Employers now understand that the wellbeing of their employees extends beyond physical health. Mental health plays a crucial role in overall productivity, engagement, and success. For the newest generation entering the workforce today, mental health support is a must, not a nice to have.
    Prioritizing mental health in the workplace is essential because it directly impacts employee wellbeing and happiness. A positive and supportive work environment that promotes mental wellbeing fosters a sense of belonging, reduces stress levels, and improves job satisfaction.
    The role of AI in workplace mental wellbeing
    AI-powered solutions, such as virtual assistants, have the potential to revolutionize mental wellbeing support in the workplace. However, there are currently no tools dedicated to mental health support. While there are anecdotal instances of people using the likes of ChatGPT for support, the tool isn’t designed for such use cases. As such, there is a need for generative AI capabilities to be utilized in a considered way to ensure appropriate measures are in place to enhance the user experience.
    The challenge in creating an AI-enabled assistant for mental health support lies in ensuring that it is designed by individuals who possess a deep understanding of the intricacies of therapy and coaching practices. Developing an AI-powered assistant that can effectively provide support, guidance, and empathy requires a comprehensive knowledge of psychological principles and therapeutic techniques.
    To create an AI-enabled assistant that can engage in meaningful and effective conversations, developers must work closely with clinicians who have a profound understanding of various therapeutic techniques. This includes Cognitive Behavioral Therapy (CBT), which is widely recognized as an effective treatment for a range of mental health concerns.
    This understanding enables the AI-powered assistant to follow evidence-based practices and techniques that promote positive change and empower users to overcome challenges.
    Building an AI assistant dedicated to mental wellbeing
    With these challenges in mind, I could see an opportunity to develop an AI-assisted tool specifically designed for mental wellbeing. Not only this, but a mental health support tool that could be deployed in the workplace, bringing the benefits of AI that leverages therapeutic best practices to employees and employers alike.
    As part of this process, I set the following requirements for such an AI-enabled assistant:

    Ethical guidelines: Align AI systems with internationally recognised ethical guidelines for psychological practice to ensure user privacy, data protection, and confidentiality.
    Compliance: Follow relevant data protection and privacy laws to safeguard user data and maintain transparency in data collection and usage.
    Robust algorithm design: Develop AI algorithms that prioritise user wellbeing and avoid biases that could perpetuate harm or discrimination.
    Human oversight: Establish clear protocols for when AI should hand over to human professionals, such as during critical or complex mental health situations.

    Following months of work, the result was EMMA, an artificial intelligence-powered virtual assistant for mental health and personal growth support.
    Harnessing the power of Azure Cognitive Services and generative AI, combined with our own advanced sentiment analysis, EMMA provides immediate always-on support, encouragement, and guidance for a range of mental health concerns and personal development goals, through text-based conversations.
    Attracting and retaining talent with AI-powered mental wellbeing
    This development is great news for employees, but how can it help with the recruitment process? Well, I believe organisations that prioritise employee wellbeing and leverage innovative solutions like AI can differentiate themselves in the talent market.
    Prospective employees are increasingly seeking employers that genuinely care about their mental health. So, highlighting the availability of AI-powered mental wellbeing support during the recruitment process can showcase an organisation’s commitment to employee wellness, attracting top talent who value a supportive work environment.
    AI-enabled tools can also play a pivotal role in fostering a positive work culture that promotes employee wellbeing. By offering constant support, guidance, and resources, AI-powered assistants create an environment where employees feel valued, supported, and understood. This can contribute to increased job satisfaction, engagement, and loyalty, ultimately reducing turnover and enhancing the overall work experience.
    Of course, addressing mental wellbeing concerns through AI-enabled support can significantly impact employee performance and productivity. When employees feel supported and access resources that enhance their mental wellbeing, they are better equipped to manage stress, maintain focus, and bring their best selves to work. This, in turn, helps to improve individual and team productivity, leading to better overall organizational performance.
    AI-enabled tools truly offer significant potential for supporting employee mental wellbeing in the workplace, making it valuable for talent attraction and retention. By embracing the role of AI as a tool for human enhancement, organizations can create workplaces where individuals thrive and reach their full potential.
    By Asim Amin, Founder and CEO of Plumm.
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    How to Use AI in Recruitment: Insights from Activision Blizzard’s Talent Sourcing Director

    Artificial Intelligence, or AI, is taking every industry by storm and tech recruiting is no exception. In a new episode of Hired’s Talk Talent to Me podcast, Activision Blizzard Director of Talent Sourcing Justin Ghio encourages talent professionals to view AI as a tool to enhance productivity and hiring processes. 

    Any recruiter or TA professional knows how precious time is… and how time-consuming the talent search can be. AI helps free up recruiters and TA teams to focus on what they do best: relationship-building and delivering exceptional candidate experiences.

    With Justin’s insights, let’s explore how AI empowers recruiters and TA professionals.

    AI meets Talent Acquisition & Human Resources

    While AI can feel overwhelming and even a bit scary in such people-centered roles, Justin assures talent professionals it’s not something to fear. 

    He says, “I feel the perception is ‘It’s going to take my job. It’s going to replace everything I’m doing.’ But currently, it’s more about how you can make it work for yourself and understanding its limitation. I think that’s something we’ve realized: it can’t do everything from start to finish for me.”

    Justin encourages TA professionals to focus on “how to use it to speed up processes and ideation without replacing what we do best.”

    Reflecting on AI in HR tech, Justin explains it’s being “sold as something so much broader and bigger in our industry versus the incremental steps. AI is never going to close a candidate… or talk to an international candidate about types of credit cards to open while they’re abroad to build credit in the US. Those are human conversations. Those are things we still have to broker. We use the technology to get us to those conversations, but not impede them.”

    So, how exactly can AI help you? 

    Justin shares a few ways AI supports talent activities: 

    Enhance candidate sourcing

    Uplevel candidate communications

    Let’s review some examples of how talent professionals and AI might join forces. 

    1. Enhance candidate sourcing with AI

    Justin finds the underlying AI’s natural language processing technology to be quite useful. Gone are the days of having to write developer and programmer and engineer. AI knows those are the same. 

    Simply write “software developer” and anyone with the title “programmer” or “engineer” will surface too. “You’re saving time that scales out infinitely across your user base and second to second for recruiters.” 

    Related: Hired Releases 2023 State of Software Engineers Report

    The same goes for sending a message, then clicking “Contact Attempt One.” You probably don’t need to do both of those actions so rely on a machine that knows If the user sends an email, it moves the candidate to “Contact Attempt One” If they reply, it moves it to “Bonded.” Ditch the notepad and tally list on your desk. Justin encourages you to “lean on the AI to manage a lot of that minutia.”

    Activision leans largely on AI for skill adjacency to target mid and entry-level candidates. “We’re able to see a match score based on someone’s skill rating. AI is looking at peers of individuals at organizations and based on skills they have, helps me understand the questions I need to ask. 

    AI will verify the individual has a particular skill or that we need to confirm it because someone who worked there has this skill, but they don’t have it on their resume. The days of someone forgetting something on their resume will hopefully be forgotten as we move and the technology matures.”

    While Justin believes Boolean search will still be a differentiating skill set, he does think: 

    “Those who don’t use AI technology to speed up the iteration process will be left behind. I think the people who will continue to be the best Boolean searchers are the ones who can use AI to get 60-80% of the way there. 

    Add the special sauce

    Then, they put their special sauce on top and allow it to become uniquely their version of that boolean. This will continue to allow people to be great at those sub-skills in the world of sourcing.”

    And by “special sauce,” Justin is referring to the human touch. 

    After all, he says “Nobody’s excited about being the best phone screen scheduler. People are excited about being really memorable on the phone. They’re excited about being really punctual with getting things on the books with candidates and having meaningful conversations where candidates feel like they’re being respected, heard, and being given opportunities in the organization.”

    2. Uplevel candidate communications 

    Those human moments are what make working in recruiting or talent acquisition special.  “At Activision, we look at how to leverage technology to help us do more of what we’re best at…You’re better at a lot more dynamic parts. You work with candidates very well.” 

    Related: Find your next opportunity in TA with Hired’s Tech Recruitment Collective

    When it comes to making the case for this technology internally, Justin says the key is “understanding where that point of finality is – where that stopping point of what the technology is or isn’t.”

    You want to capture how to leverage it to a certain point. “Our philosophy isn’t to use it to send all emails. It’s used to write ten rough copies. Then, take two or three of them and customize them.” Use AI to deliver something in five minutes which typically takes an hour.

    When evaluating AI tools, how can talent professionals ensure they are being fair and equitable to candidates?

    Justin advises you to consider these three questions: 

    How does this work? 

    Why does it work this way? 

    What happens if I want to change it?

    It’s essential to grasp the underpinnings and leverage them in a use case applicable to your environment. “There should be an underlying human element. Being able to author rules over top of the machine is really what I would have people ask vendors about,” Justin says.

    Embrace collaborative intelligence

    Justin views AI as “an invaluable tool to help us accelerate the ideation already happening in TA.” Recognize that AI is not a replacement for human expertise but a powerful tool to augment and accelerate recruitment processes. Think of AI as your strategic ally. It works best in collaboration with human expertise. 

    Unlock its potential to drive efficiency, increase productivity, and attract top talent quickly. With the right approach, it can revolutionize recruitment while preserving the invaluable human touch that defines successful hiring. 

    Start plugging in those prompts and questions keeping in mind you now “have a jumping-off point. It’s really for that starting block, not the ending.” 

    Interested in unlocking the power of AI in recruitment?

    Learn to use game-changing sourcing and recruiting practices with AI. Join the Talk Talent to Me workshop on Wednesday, May 24 at 6 pm PT at the Minna Gallery in SoMa. Top talent leaders in San Francisco will explore what AI means for the talent world and how you can use it to create powerful candidate experiences. More