AIGC redefines recruitment, and HR will be "subverted" by AI?

Source: Chaichai.com

Original title: "AI 2.0 strikes, how AIGC redefines recruitment"

In the past few months, the capabilities of generative AI represented by ChatGPT have amazed the world.

Since AlphaGo defeated Lee Sedol in 2016 and set off a wave of AI, AI seems to have been silent for a long time. The emergence of ChatGPT is like a beam of dazzling light, bringing the term AI back to the C position.

In the past, in the era of AI 1.0, specific tasks such as image recognition, sound recognition, and language processing were mainly achieved through training models, but now the great leap of AI 2.0 is that it overcomes the limitations of the former single domain and multiple independent models. It has self-supervised learning ability, can learn from massive data and generate new content, interact with users naturally, fix bugs, develop games, imitate various styles of writing, and so on.

Human society is ushering in what scientists call the "singularity" moment--technological development is growing exponentially, and the level of productivity has achieved a huge improvement driven by technological change. According to Goldman Sachs, the application of generative AI will greatly simplify the work process and increase productivity by more than 1.5% per year.

From marketing to games, from media to e-commerce, to education, medical care...every field has embarked on the journey of AIGC transformation, and no one wants to miss this unprecedented event.

Of course, the recruiting industry is no exception.

01 AI Big Models Are Changing Recruiting

The development of AI is rewriting the working method and content of HR at an unexpected speed, and it will also add more room for imagination to recruitment.

First of all, it is to solve the problem of recruitment efficiency. Slow recruitment and heavy HR transactional work are long-term pain points for enterprises. AI can automatically handle a large number of repetitive tasks, such as writing JD, refining resume highlights, automatically arranging interviews, etc., which greatly improves HR's work efficiency.

Second, the application of AI will improve the accuracy of recruitment decisions. Jack Welch, CEO of General Electric, once said that if a company of any size makes a wrong decision in recruitment, the cost of replacing an employee will be 1.2-1.5 times the person's annual salary. AI can provide HR or interviewers with objective and fair candidate evaluations through intelligent analysis and prediction, assist decision-making, and reduce recruitment risks.

Finally, it is the improvement of candidate experience. With the increasingly fierce competition in the talent market, enterprises need to attract and retain excellent talents through various means. AI can achieve good communication and interaction with candidates, and provide more feedback and suggestions—maybe a thank you after submitting your resume, a satisfaction survey after an interview, or a warm greeting before joining the job. It will be an important link to enhance the emotion between the enterprise and the candidate.

Shi Lei, vice president of Yonyou Network and founding partner of Yonyou Dayi, once mentioned that future recruitment is likely to be a "dialog box", where users directly initiate a dialogue with a machine, and it will help you complete all operations. For example, if you are looking for an engineer and you put forward the recruitment requirements to AI, AI will ask a series of questions to refine your requirements, or if you say "I want to arrange an interview for Zhang San", the robot will automatically go The scheduled process is completed. This dialogue experience will be more efficient than direct search and operation.

Of course, the development paradigm of AI 2.0 must be iterative, and will gradually move from "assisting humans" to "full automation". In the future, AI will no longer be a cold algorithm, but more like a smart and humane assistant. Enterprises bring more efficient, more accurate and more humanized recruitment experience.

02, AI+ recruitment, some projects have already started to act

As one of the first technology Internet companies in China to devote itself to artificial intelligence, Dayi launched products such as customer service robots and outbound call robots as early as five years ago, and has been continuously upgrading and iterating closely following market trends.

Recently, Yonyou Dayi launched a new intelligent recruitment assistant YeeBot based on the AI big language model, which improves the efficiency of HR and interviewers in multiple recruitment business scenarios.

For example, HR can extract resume highlights through YeeBot. In the past, when HR screened resumes, it was necessary to set up complex scoring rules to judge whether a resume was qualified or not, such as +10 points for undergraduate education and +10 points for working in a large factory. Now, YeeBot can automatically identify candidates' resume information based on AI, extract each candidate's resume summary for HR, and give scores and reasons based on the candidates' advantages and shortcomings, making resume identification more accurate and Efficient, and ultimately improve the matching degree of personnel and posts.

For another example, the interviewer can ask YeeBot to generate a personalized interview question bank. YeeBot can provide targeted question suggestions based on the requirements of the candidate's job position and the content of the candidate's own resume. What's more worth mentioning is that it can further ask questions based on the candidates' answers and gain in-depth insight into the candidate's ability characteristics. After the interview, YeeBot will give a scientific evaluation of the candidate based on the whole interview for HR or interviewer's reference.

It can be seen that the application of AI in the field of recruitment is becoming more and more flexible and diverse. It is no longer a string of data or an operation panel, but a "good assistant" who can understand requirements and interact in real time.

03. Get out of the cage of transactional work and return to the essence of human resources

John Cryan, CEO of Deutsche Bank, said when introducing robots to replace customer service employees: "Now, some employees in the bank behave like robots doing mechanical things, but in the future we will let robots work like humans to create new value for people. ".

The same is true for HR. In the future, HR must stand at a higher position to create greater value, not just become more efficient in repetitive work.

For recruiting HR, the focus should be on the "people" themselves. For example, how to communicate with candidates, how to build trust with candidates, etc., really return to the essence of human resources.

With the help of AI technology, HR can indeed get out of the cage of transactional work and release time for low-value work in order to set aside more time to operate the relationship with talents.

Shi Lei said that the AI-based recruitment system not only provides a tool to improve efficiency, but also provides a new way of thinking for enterprises, guiding enterprises to turn their attention from themselves to candidates. Only in this way can they truly attract and maintain excellent talents , so as to achieve the long-term success of the enterprise.