Recruiter's AI Digest #19
Resources and perspectives to keep you ahead of the curve as AI deepens its impact in Recruiting. 🤖
Welcome to the community of 1.5k forward-thinking recruiting leaders. 🎉 We stay on the pulse of AI and its impact on recruiting, so you don’t have to!
Thank you to Lauren Sharp from the TA Pod for spreading the word in the past week.
If you haven’t already, don’t forget to subscribe to this newsletter!
This week’s digest
AI in the news - weekly update
Apple GPT 🍎: Apple has been awfully quiet on the AI front, but better late than ugly I always say. Apple just added $71 billion to its market cap after announcing that it has built its own framework, codenamed “Ajax,” to create large language models, and is slowly rolling it out to its employees.
ChatGPT Custom Instructions 🤖: OpenAI have released custom instructions for ChatGPT users, so they don’t have to write the same instruction prompts to the chatbot every time they interact with it — inputs like “Write the answer under 1,000 words” or “Keep the tone of response formal.” This is not yet available to UK / EU users, and is only available on the Plus plan. (article here)
Last update: I use TikTok….. guilty as charged. But I saw this video below recently and thought I would share. Candidates are becoming very resourceful with AI….maybe a bit too resourceful….👀
In this week’s newsletter, some awesome material worth checking out:
📺 Video:
Embracing AI in Recruitment (Jane Moors and Nix Stephens)
📖 Article:
How AI Will Change Hiring (Lydia Abbot and Laura Hilgers, LinkedIn)
How generative AI could support—not replace—human resources (McKinsey)
🎤 Event:
AI Will Save Recruitment (Hung Lee and Siadhal Magos)
✍️ Tools list:
The Top10 AI Job Search tools you didn’t know about (Jean Kang)
Are there people you know struggling to digest all the AI news? Share this newsletter with them. 🙏
📺 Embracing AI in Recruitment - Jane Moors and Nix Stephens
Jane Moors from Outerbox teams up with Nix, at Teraflow AI, to explore the world of AI in the hiring process. 🚀
🎯 Shift from Recruiter to Researcher: Nix now spends a lot of time researching instead of recruiting, looking for tools that can help in her efforts to do her job. Spending time looking for AI tools that will help save lots of time down the line (e.g. People GPT). When Nix spends time sourcing, it is now sourcing people who have AI tech skills under their belt. That means, you need to understand the tools that are out there, that candidates are using. One example is Mojo, a tool which amplifies the work of developers.
📚 Use AI to Upskill Candidates: Jane mentioned a candidate who was nervous about an upcoming role because they were missing some skills required - but Jane encouraged the candidate to research AI tools that could help fill those gaps, making them more suitable for challenging positions.
💡 Sharing is Caring: With all of these new AI tools, it’s important that the Recruitment community share the tools they use. Nix and Jane mentioned a few on the call, including Metaview (of course ;)), PeopleGPT, Findem and Aizzy.
✍️ How AI Will Change Hiring (Lydia Abbot and Laura Hilgers, LinkedIn)
This post covers some interesting topics on how AI will impact the future of recruiting and how to prepare for that:
🎯 Skills-First Hiring: AI can play a vital role in reducing bias and promoting skills-first hiring, focusing on candidates' skills, experience, and performance rather than pedigree. With AI's help, recruiters can assess an entire candidate pipeline fairly, fostering equity in hiring practices. Companies will need agile and specialized roles, focusing on DEI, internal mobility, and more, as recruiters adapt to evolving talent needs. 🎯👥
💼 The Rise of Soft Skills: As AI takes over some hiring processes, recruiters' soft skills will become more critical than ever. Building strong relationships, understanding candidate needs, and crafting compelling stories will set recruiters apart. The human touch will remain invaluable, especially in roles where labor is in short supply, where influence and relationship-building skills are crucial. 🤝📝
🧑🏽⚖️ Implement guidelines for using AI: In order to use AI responsibly, it’s a good idea to create principles and ethical guidelines for its use. IBM lists its foundational properties for AI ethics as:
Explainability: An AI system should be transparent about what went into its algorithm.
Fairness: People, or groups of people, should be treated equitably by the technology.
Robustness: The system needs to be actively defended from adversarial attacks.
Transparency: To reinforce trust, users must be able to see how the service works and evaluate how well it’s functioning.
Privacy: An AI system needs to safeguard consumers’ privacy and data rights and let users know how their personal data will be used and protected.
See the full article here.
✍️ How generative AI could support—not replace—human resources (McKinsey)
Here’s how AI is changing the game, according to McKinsey:
Talent Acquisition: 📝 AI helps draft job requirements based on data analysis, enabling skills-based hiring and promoting diversity efforts. 💌 Personalized candidate communications are made easier, enhancing applicant experiences and fostering engagement.
Onboarding and Development: 🚀 Generative AI supports new employees, providing quick access to essential information and mentorship opportunities. 👥 Identifying suitable mentors and role models becomes more efficient, aiding in professional growth and connections.
Performance Management: 📈 AI assists in analyzing feedback and performance indicators, aiding managers in assessing employee progress and identifying growth areas.
AI complements human efforts, and the value of human judgment and empathy remains crucial.
Full report here.
🎤 AI Will Save Recruitment (Hung Lee and Siadhal Magos)
The AI in Recruitment series is back! Don’t miss it. (P.S. if you missed any of the last series you can find it here - it’s awesome)
REGISTER HERE
✍️ The Top10 AI Job Search tools you didn’t know about (Jean Kang)
🔦 It’s always interesting to keep an eye out for how candidates are using AI to apply for jobs, in case you need to react to this (either by changing how you advertise roles, or how you assess candidates)
A couple of interesting ones I saw:
1️⃣ Decktopus AI: The ChatGPT for making PowerPoint. Looks like any PPT based assessments have just become a lot easier!
2️⃣ LoopCV: Allows candidates to automate applications en masse after uploading just a CV.
Full list is here.
From the sponsor
Metaview: Automatic, AI-generated interview notes.
Metaview uses AI to automatically write your interview notes for you.
Our interview summaries are purpose-built for recruiting, so they’re 10x more accurate and relevant than generic transcription tools. And, they work seamlessly with your existing recruiting stack, video conferencing tools, and even mobile calls, so there’s no need to change your existing workflows.
Get started for free on your first 5 interviews.