ChatGPT: History of the (non)displacement of the human factor

You may have recently heard the news that ChatGPT, a language model with artificial intelligence, has passed the exam for an engineering position with a remuneration of $ 183,000 -dollars. The newly requested language model created by OpenAI can generate a text that looks like a human has created it, using a wide range of databases and commands dating back to 2021. With the upcoming update of the model, we will be able to take advantage of even more accurate and up-to-date information.

As exciting as this news may seem at first glance, even more, valuable will be to what extent we manage to integrate such technologies into our daily workflow and optimize it in this way. In the middle of February, we asked you in а LinkedIn poll "Do you use ChatGPT to optimize your work process?" And the results showed that an essential part of people is still looking for the right formula. So we invited Yoana Atanasova from our team to share what is the practical applicability of ChatGPT in the HR sector.

How can ChatGPT be used in the daily life of HR specialists? 

In the human resources sector, ChatGPT can be used to assist professionals in creating job descriptions, generating engaging content to attract candidates, and, accordingly, questions that we can ask during an interview. The artificial intelligence of ChatGPT can help us create job ads and candidate profiles, as well as a number of other useful features. But in one it cannot be ahead of us - the personal approach in building relationships with candidates for work or evaluating their expertise and experience for a role.

Although the potential benefits of ChatGPT in the human resources sector are significant, there are some disadvantages and risks to keep in mind. For example, the use of AI in the recruitment process can lead to biases, as the model works with data that reflect existing ones in the labor sector. In addition, employees are at risk of feeling threatened by using AI in their workplace, leading to resistance or even a negative reaction.

How will sound an example from the practice?

For example, I asked the platform, "Can you replace the human factor?" and here is what it gave as an answer: "As a language model of AI, ChatGPT is not designed to replace the person in any area. Instead, it is intended to support the individual by allowing him to perform his tasks more efficiently and quickly. "ChatGPT can perform certain functions faster and more precisely than people, such as data analysis or information verification. However, he lacks creativity, intuition, and empathy which are unique to humans. We, humans, bring a unique perspective and experience to our work that can be invaluable in making decisions and solving problems.

In conclusion, ChatGPT has the means to change the game in the human resources sector by rationalizing staff recruitment and improving the process. However, it is important to approach it with attention and double-checking. By doing this, companies can take advantage of the benefits of ChatGPT while avoiding potential errors. Therefore, while the language model has the potential to significantly improve the processes and results in the field of human resources, it cannot replace the human factor. Technology is not bad nor good, it is what the person makes it.