Hello everyone, and welcome to this podcast episode! I'm Robin Choy, CEO of HireSweet (a Recruiting CRM that helps Talent Acquisition professionals hire more candidates, faster). Each week, I address various recruiting issues, such as recruiting outreach, interviewing, employer branding, and career management. My goal is to provide helpful insights to anyone interested in recruitment, whether you're an in-house recruiter, agency recruiter, freelancer, or hiring manager!
ChatGPT in recruiting: dos and don'ts
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Last week, I asked you on LinkedIn what topic you wanted me to cover more, and you answered ChatGPT (so you're not yet drunk on all the content I've done on it). Good news for you, here’s a new podcast episode on the subject. In this episode, I talk with Jan Tegze, a highly experienced recruiter, book author, and LinkedIn content creator.
I came away with 2 key ideas from this episode:
1/ Beware of shiny object syndrome.
Sure, ChatGPT and Generative AI at large will reshape the recruiting landscape in the coming years. But there are also a lot of things that will not change. Recruiting fundamentals will stay the same. And that's important because if you apply the fundamentals of recruitment scrupulously (clear scorecards, good job descriptions, and good outreach messages, transparent and fair salaries), you'll get good results. Be blameless on your recruiting fundamentals, and only then, start considering how AI could help.
I can't stop thinking about Jeff Bezos' quote on the subject:
“I frequently get the question: ‘What’s going to change in the next 10 years?’ But I almost never get the question: ‘What will not change in the next 10 years?’ And that second question is actually the more important of the two because you can build a business strategy around the things that are stable in time. In our business, customers want low prices, fast delivery, vast selection. I know that’s going to be true 10 years from now.” Jeff Bezos.
2/ Use ChatGPT to improve good work, not to create more noise.
I receive more and more LinkedIn messages, email outreach etc. that are 100% written with ChatGPT. I know it’s written with ChatGPT because it’s long, generic, and fluffy. And also because, when I type a few basic prompts into ChatGPT that might have been typed to come up with those messages, I end up with pretty much the same long, bland messages.
So here are Jan’s 2 principles not to be undermined to be sure of doing quality work when using ChatGPT:
Only talk about subjects we deeply understand. Jan explains during the episode that he could write an entire book about astrophysics with ChatGPT when he knows nothing about this topic. But will it be a good book? Probably not, he says. Just another of the 2 million books published every year. Noise on top of noise. The first principle is to write about a subject we deeply understand and use ChatGPT as a writing assistant, not the master. You should stay the master.
Know how to write good prompts. Garbage in, garbage out. If what you ask ChatGPT is unclear (ie if your prompt are poor), ChatGPT will provide mediocre output. Prompt engineering is a real thing, that takes time to master. You can’t really make good work with ChatGPT, as long as you don’t master prompting. If you want to step-up on this, check this website: learnprompting.org. And if you want a specific recruiting use case, check my webinar about how to write high-performing recruiting outreach using ChatGPT.
Listen to the episode to find out more!
Jan gives a lot of examples of efficiency traps linked to ChatGPT in recruiting and how to avoid them. Listen to the full episode to find out more!
Have a nice week, and see you soon,
CEO of HireSweet
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The Modern Recruiter #59: ChatGPT in recruiting: dos and don'ts, Jan Tegze.