· 6 min read
New AI technologies like GPT-3 are revolutionizing the way many professionals deal with day to day work. For recruiters, these tools are set to radically change the way you identify, source, and communicate with your candidates.
The use of new AI technologies like GPT-3 (and other generative AI models such as DALL-E 2) are revolutionizing the way many professionals deal with day to day work. For recruiters, these tools are set to radically change the way you identify, source, and communicate with your candidates.
By leveraging these tools, recruiters and talent acquisition professionals can not only automate parts of the recruiting process, but also get a glimpse of which types of candidate roles may be needed in the near future. In this blog post, we’ll explore how you can use GPT-3 and its analogs in your recruiting workflows. We will wrap up by taking a look at what this new technology wave means for the open roles you may be recruiting for in the near future.
GPT-3 (Generative Pre-trained Transformer 3) is a powerful language model developed by OpenAI that uses machine learning to generate human-like text. The GPT family of models piggy-backs off a groundbreaking research described in the famous 2017 white paper titled “Attention Is All You Need”. With this paradigm shift in model training and tuning, we are the cusp of a radical change to the way we work.
GPT-3 is being used to automate parts of the recruiting process, such as automatically generating job descriptions, candidate profiles, and even conducting interviews.
With quick automation of time consuming tasks, GPT3 is set to make many parts of the recruiting process easier and more efficient for recruiters and talent acquisition professionals.
Recruiters and talent acquisition professionals can use GPT-3 to automate parts of the recruiting process, such as generating job descriptions, candidate profiles, and conducting interviews. This can save recruiters and talent acquisition professionals time, as well as make it easier to identify the right candidates.
GPT-3 can also be used to create tailored job postings for different roles, allowing recruiters and talent acquisition professionals to target their postings to specific candidates. Additionally, GPT-3 can be used to generate candidate profiles that are tailored to the specific job requirements, making it easier to identify the right candidates.
Recruiters can use GPT-3 to generate cold email outreach. GPT-3 can be used to generate personalized messages that are tailored to the specific job requirements, making it easier for recruiters to quickly identify and contact potential job candidates.
GPT-3 can also be used to generate automated emails that can be sent out to large groups of potential job candidates. This can help recruiters reach a larger number of job candidates in a shorter amount of time.
Finally, GPT-3 can also be used to generate follow-up emails that can be sent to potential job candidates after they have been contacted. This can help recruiters keep track of their conversations and ensure that potential job candidates are kept up-to-date on the latest job openings.
With Chatkick’s Talent CRM, recruiters can harness the power of GPT-3 to generate variations of their cold outreach campaigns. Chatkick’s email magic tool lets you remix existing campaigns, or generate new ones from scratch. Unlike typical AI writing assistance, the Chatkick models are fine tuned off of your own outreach data – so as your emails improve, so does the model’s ability to generate better results.
Chatkick Email Magic in Action
Recruiters can use GPT-3 to review existing job descriptions and generate better, more tailored job descriptions. GPT-3 can quickly identify potential issues with existing job descriptions, such as redundant language, unclear descriptions, and out-of-date information. GPT-3 can also be used to generate more tailored job descriptions that are written for specific job requirements. Natural Language models outside GPT-3 exist to correct for biased language, plagiarism, and inappropriate phrases. These models are easily tuned and connected to GPT-3 workflows to output robust job descriptions that recruiters can trust.
Additionally, GPT-3 can be used to generate summary descriptions for job postings, making them easier to read and understand for potential candidates. Sometimes recruiters need their listing to standout from the crowd. In this case, GPT-3 can be used to generate more creative job descriptions that will improve engagement from potential candidates.
Finally, GPT-3 can be used to generate job descriptions in different languages, making them accessible to a wider range of job candidates.
While GPT-3 and other AI technologies can be used to automate parts of the recruiting process, there are potential risks associated with using these tools.
The primary risk of using GPT-3 as a recruiter is that the AI technology might not be able to accurately identify the right candidates for a given job. GPT-3 is trained on a large corpus of text and is only as good as the data it is trained on. If the data that GPT-3 is trained on is not representative of the job requirements, it may not be able to accurately identify the right candidates.
Additionally, GPT-3 and other AI technologies may not be able to accurately identify the best candidate for a given job. GPT-3 and other AI technologies are trained to identify patterns in data, and may not be able to identify the most suitable candidate for a given job.
Finally, GPT-3 and other AI technologies may not be able to accurately identify bias in job postings. GPT-3 and other AI technologies may not be able to identify language or terminology that could be interpreted as discriminatory or exclusionary. As such, recruiters should always review job postings for potential bias before posting them online.
The use of GPT-3 (and other generative AI models) has a strong potential helping to create new types of technical roles. These roles may include AI engineers, data scientists, software developers, and other roles that require specific skills and experience in AI and machine learning. Additionally, these technologies may also create new types of jobs in the areas of customer service, marketing, and sales, as AI is increasingly used to automate parts of these roles.
The use of new AI technologies like GPT-3 are revolutionizing the way recruiters and talent acquisition professionals source candidates. By understanding these tools, recruiters and talent acquisition professionals can not only automate parts of the recruiting process, but also get a headstart on understanding the new types of candidate roles that may be needed in the near future. By understanding how to use GPT-3 and the wave of coming AI tools, recruiters and talent acquisition professionals can stay ahead of the curve and more easily find the right candidates for their organizations.
Oh, and this post was written by GPT-3. Happy recruiting!
