This guide offers insights and strategies for managing candidate use of Generative AI in recruitment, drawing from the expertise of leading TA disruptors and organisations. It aims to help recruiters navigate the challenges and opportunities presented by GenAI, ensuring a balanced approach to technology adoption in talent acquisition processes.
This research from Access Partnership and Amazon Web Services (AWS) surveyed 3,297 employees and 1,340 organisations in the United States (US) across industries. There are five key takeaways from the research;
The use of AI in graduate recruitment has risen from 9% to 28% since 2022, mainly for psychometric assessments and candidate screening. While AI enhances efficiency and data management, 70% of employers prefer human-led hiring due to reliability concerns. Graduate applications increased by 23%, with a trend towards relaxing academic requirements. Now, fewer employers demand minimum grades, shifting focus from academic performance to broader capabilities. This approach aims to improve social mobility and inclusivity in the job market, although degree requirements largely remain unchanged.
This research from Randstad explores the impact of AI on jobs and career growth. Suggesting that like previous industrial revolutions, today’s technological innovation is expected to create more jobs than it destroys and the majority of the workforce, 52%, believe AI will lead to career growth and promotion, not job loss. Furthermore, 47% of respondents are excited about the prospect of AI in the workplace. In addition the research suggests, employers could also be losing out on top Gen Z talent by failing to offer A.I. training to their workforces, the survey findings suggested. One in five workers told Randstad they wanted to be offered A.I. training within the next 12 months, with a third of Gen Z employees saying they wanted to be trained on the tech over the next year. According to the research results, around one in five Gen Z workers ranked learning and development opportunities as the biggest non-financial motivator at work, with almost half of the Gen Z workers who took part in the survey saying they would quit their job if they weren’t offered any learning and development opportunities within a year.
This deck explores the rise of generative AI and its implications for recruiting. It provides an overview of generative models like GPT and their capabilities. It examines the growth in AI adoption across industries and demand for AI skills. It outlines benefits of AI in recruiting like increased productivity and performance. It also notes ethical concerns, security risks, and emerging regulations around AI. The deck showcases use cases for automation, personalisation, and translation. Looking ahead, it contrasts AI-exposed vs AI-insulated tasks and advises auditing individual, organisational, and industry exposure. It concludes by outlining three pathways forward: do more with less, move up the value chain, or rebalance work. Overall, the presentation aims to inform recruiting leaders on preparing for an AI-powered future.
This article discusses the importance of having a formalised AI policy in the recruitment process. The author suggests that an AI policy can serve as a guide for recruitment teams to use AI technology productively and safely. It provides clarity on how, why, and when to use AI tools, ensuring that usage falls within ethical and legal boundaries as well as aligns with the organisation’s core values. The article emphasises that an AI policy is not just a set of rules, but also a framework for proactive risk mitigation and decision-making. It also highlights that AI has the potential to optimise recruitment processes by outsourcing repetitive tasks, operating more cohesively, minimising risk, and hiring better talent faster
The research report from Arctic Shores explores how generative AI, such as GPT-3 and DALL.E, can enable students to produce high-quality written content for academic and professional purposes. However, it also warns that this technology will undermine the traditional recruitment methods that rely on writing skills and originality as 62% of students have used or would use generative AI to cover letters, or CVs. It suggests that recruiters need to adopt new methods of assessment that are more resistant to generative AI, such as psychometric tests, situational judgement tests, and gamified assessments. It also recommends that educators and employers should foster a culture of creativity, critical thinking, and ethical awareness among students and candidates to help them navigate the challenges and opportunities of generative AI.
This Mckinsey Podcast discusses how generative AI could transform human resources (HR) in three areas: hiring, onboarding and development, and performance management. The speakers explain how generative AI can create personalised and adaptive content for each employee, such as CVs/resumes, feedback, and career plans. They also share some examples of how generative AI is already being used in HR, such as chatbots, question generation, and text summarisation. They highlight the benefits and challenges of using generative AI in HR, such as improving efficiency, engagement, and diversity, but also ensuring ethical and responsible use of the technology.
The article by Josh Bersin explores how Generative AI can transform HR, by optimising talent management, creating personalised learning, enhancing employee experiences, streamlining operations, and sparking innovation. AI increases productivity, quality, and innovation while reducing bias. HR leaders should embrace Generative AI as a strategic tool to find, develop, engage, and retain talent.
In this article, BCG explores how generative AI, has the potential to transform human resources (HR) into a more strategic function that can deliver better experiences and insights to employees and managers, including what benefits it can bring, and what challenges it poses. The article also provides five steps for successful implementation of generative AI in HR and showcases some examples of early adopters.
This article explores how students are using generative AI tools like ChatGPT for writing, understanding, math, coding, research, and personal life. It discusses student concerns about evaluating accuracy, regulations, plagiarism accusations, access equity, and overreliance. Techniques to detect AI like analyzing writing style have limitations. The article also covers AI's impact on work processes through integration into everyday tools, accelerating tasks like drafting. For recruitment, skills are becoming more valued over qualifications. Developing future skills like creativity, analytical thinking, and technological literacy will be crucial as AI transforms work.
This article examines how Gen Z is leveraging AI skills to overcome workplace challenges. It cites experts saying Gen Z adapts well to AI tools, using them to innovate and bridge technical/non-technical roles. Examples show Gen Z utilising AI for tasks like research and email writing. It explores that whilst they may be missing development opportunities from older colleagues, Gen Z's AI fluency offers them a strategic advantage as AI becomes integral to work.
This article argues that Gen Z is facing a crisis as AI automates entry-level tasks that they need to undertake for their skills development, and managers are failing to provide adequate training and mentoring in these areas. It looks at survey results which indicate that Gen Z is experiencing anxieties surrounding AI-related job loss fears and unsupportive work environments and explores what managers can do to support Gen Z as they enter the workforce, including creating open cultures for young workers to use AI productively whilst developing creative human strengths.
In this webinar, panellists discuss AI's ongoing impact on recruitment, with a specific focus on AI’s latest developments. Panellists also address how employers can ensure robust, fair AI-enabled recruiting and what students need to know when AI affects the application process.
This podcast discusses how he rapid adoption of generative AI is poised to transform HR processes. For recruiting, it can quickly generate job descriptions and enable personalised, skill-based outreach to candidates at scale. In professional development, it can suggest tailored career paths, and reskilling options for employees to grow. Generative AI could also synthesise performance data to create draft reviews, though human judgment remains essential. If thoughtfully implemented, generative AI presents a real opportunity to unlock productivity, personalisation, accessibility and equality in HR. But the technology should augment, not replace, human capabilities.
This research from IDEO explores Gen Z's perspective on AI's role in creativity, emphasizing their desire for AI to support rather than replace their creative processes. It highlights the importance of AI as a tool for enhancing creativity, lowering entry barriers, and fostering community collaboration, while cautioning against its potential to diminish personal identity and creative agency
In this webinar panellists discuss AI best practices, such as ensuring AI tools connect to job requirements and organisational outcomes, as well as legal compliance and how AI should complement scientific job analysis. Throughout the webinar, the panel explore how fairness and transparency when using AI should be top priorities and placed emphasis on the fact that AI should assist, not replace, human decisions.
This research snapshot looked at the ways in which university students are using ChatGPT within their studies and as they look for graduate roles. Key findings include that half of students use ChatGPT it for assignments and that 47% of students would use it for applications, 39% for online tests, 37% for interviews.
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