“In my mind, being more efficient hiring the same people you’re now hiring is a trivial use of ChatGPT.”
ChatGPT is a remarkable tool. Unfortunately, it’s already apparent that too many companies will use it to be more efficient in the “Filling Jobs Quickly” talent market rather in the “Raise Quality of Hire” talent market.
IMO, this is a waste of something with so much potential to change the trajectory of the hiring process around the world.
When the demand for talent exceeds the supply – which is 100% always true when it comes to hiring the top 25% and expanding your DEI efforts – you need to change your hiring POV from weeding out the weak to attracting the best. These differences are shown in the infographic above (and here) and the impact ChatGPT can have in both talent markets.
In my mind, being more efficient hiring the same people you’re now hiring is a trivial use of ChatGPT. Getting hiring managers to rethink how to define work and attract and assess a different type of person is its true value.
We’ll be highlighting some of these game-changing ideas at our next Hire with Your Head book club.
More importantly, at our next Performance-based Hiring workshop recruiters and hiring managers will work together on a case-study search project in the “Raise Quality of Hire” talent market. Talent leaders are invited to audit module 1 to get a sense of the strategic and ROI impact ChatGPT can have on improving quality of hire.
ChatGPT can be a game-changer when used to hire more fully-qualified diverse and high potential candidates who have a different mix of skills and experiences. Sadly, based on the articles I’m reading, too many companies will use it to clone their existing workforce more efficiently without solving the problem of improving performance, increasing job satisfaction or reducing turnover.