Chat GPT has rapidly become one of the most useful tools in recruiters’ belts. On the Talent & Growth podcast I regularly talk to our guests about how they’re adopting it in their own work, and how we as an industry can use AI to improve our workflow. On Episode 117, I spoke to Chad Sowash, the co-host of the Chad & Cheese Podcast, about what vendors can learn from it, and how its accessibility is changing the face of RecTech.
What impact do you think that Chat GPT could have for TA and RecTech?
You’ve got little companies that are tapping into AI now. There’s already tech in the talent acquisition space that is far better than Chat GPT, because it doesn’t focus on the broad picture, it’s more specifically geared towards the problems that we have in our industry. Chat GPT’s openness and transparency just makes it seem like it’s far ahead of anything else that’s out there, because we’re not seeing, touching or tasting those other pieces of tech on a daily basis, because they’re kept behind a wall.
There are two lessons that companies need to learn from this. The first in the first lesson is perfection. AI isn’t perfect – it’s like a puppy, and each variation trains on a different set of data. AI in itself is becoming a commodity, and its datasets are the secret sauce. If you input different data, it would give you different answers. That’s what we need to do in our industry; stop trying to be perfect on every single demo.
Number two, vendors need to move in the direction of transparency quickly, so that the promise of your product can actually be seen, which proves it’s not vapourware. There’s also a lot of business and regulatory pressure to prove these algorithms aren’t biassed, so transparency provides two big advantages to businesses. As we’ve seen with Chat GPT, everyone wants it. That’s great for sales, marketing and revenue generation. Transparency also puts your tech team in hyper diligence mode, which ensures the AI outcomes are not highly biassed in process because the most biassed thing on this earth is a human being. All that’s happening is that the human being who’s actually coding the AI is transferring their bias to the algorithm. The big difference here is that AI can scale faster than a single human can, so it’ll scale the bias too. That’s why we need to keep that bias out.
What vendors stand out to you as producing a really good piece of kit that TA and recruiters should be working with?
At the top of the funnel, you’re looking at programmatic players. Then you have the outsourcing and outreach players who are out there for engagement. They draw in individuals who meet the requirements of specific positions and match them with companies by using conversational AI. It doesn’t have to happen in one form or process on a website – it could actually happen through WhatsApp, SMS or something like that. There are so many different platforms that are out there today that are leveraging amazing algorithms. But again, it’s incredibly important that every single organisation does their due diligence to understand how those algorithms are audited, and if they should audit them themselves. It’s up to individuals to establish where AI can help in their own processes at each stage of the funnel.
To learn more about using AI in recruitment, tune into the Talent & Growth Podcast here.