Unless you’ve been off-grid or living in an underground bunker, you’ve probably heard the buzz about AI—especially ChatGPT. While some folks might worry about “Skynet” scenarios or futuristic robot uprisings, the reality is far more practical (and way less dramatic). If you’re a talent acquisition pro grappling with a never-ending stream of applications, AI can be your new best friend.
Why ChatGPT Matters (and Why You Should Care)
High-volume hiring can feel like you’re herding cats. You’ve got dozens of positions to fill, thousands of applicants, and about 24 hours in a day—if you’re lucky. Enter ChatGPT, a large language model developed to handle tasks like initial candidate outreach, frequently asked questions, and even scheduling. By automating these steps, you free up recruiters for the stuff that truly needs a human touch.
Need a refresher on how ChatGPT works? OpenAI breaks it down here.
Practical Ways to Put AI to Work
- Initial Candidate Engagement
Think back to the countless hours spent responding to the same candidate queries: “When will I hear back?” “What do you look for in a resume?” Now imagine a chatbot that handles these mundane questions at scale—and never misses a beat. ChatGPT can instantly reply to common queries, send follow-up reminders for incomplete applications, and keep the process humming. - Screening & Assessment
Use AI-driven tools to parse resumes and score applicants based on role requirements. Then, integrate ChatGPT to fire off quick screening questions via email or text. It’s a one-two punch that helps weed out poor fits and fast-track top contenders. The Harvard Business Review details how AI can bring efficiency and objectivity to your hiring funnel—if you set it up right. - Interview Coordination
If you’re dealing with dozens (or hundreds) of candidates, scheduling can become a second full-time job. AI can dispatch self-scheduling links and automatically confirm or reschedule interviews as needed. Because ChatGPT understands natural language, it can handle date/time requests like a pro. Less back-and-forth for you, more sanity all around.
Keeping It Human (and Legal)
While the benefits of AI are huge, it’s important to keep tabs on potential pitfalls. One red flag is algorithmic bias: If your training data skews, your AI might inadvertently favor certain groups. Keep your process transparent and regularly review AI decisions to spot trends and ensure fairness.
Beyond that, make sure you’re playing by the rules. EEOC guidelines outline how to avoid discriminatory practices with AI tools. Full disclosure to candidates that you’re using AI can go a long way in building trust.
Why You Still Matter
Remember: AI is an assistant, not a replacement. ChatGPT can’t catch the subtle nuances of a candidate’s soft skills or cultural fit—at least not yet. That’s where you come in. By handing off routine tasks to AI, you’ll have more bandwidth to build real connections with top candidates and make informed hiring decisions.
Next Steps
If you’re itching to test-drive ChatGPT in your hiring process, start small. Maybe you roll it out for initial screening questions and interview scheduling. Then track your metrics—like response rates, time-to-fill, and candidate satisfaction. McKinsey & Company suggests that a continuous feedback loop is key: see what’s working, tweak as needed, and keep refining.
If you are looking to test drive an AI tool built specifically for recruiters, we’ve got you covered! (Shameless plug 😊) Try out Boostpoint Create.AI for free.
Closing Thoughts
AI isn’t just a futuristic concept—it’s already changing the way high-volume hiring works. By embracing tools like ChatGPT, you can reclaim your time, engage candidates faster, and ultimately make better hires. Just remember to keep an eye on ethics and transparency, and you’ll be well on your way to automating the boring stuff so you can focus on what really matters: finding the right people to grow your company.
Yes, the robots are here. But guess what? They’re not taking your job—they’re saving you from that inbox apocalypse. Now, that’s a future we can get behind.
Sam Beiler
As the CEO and Co-founder of Boostpoint, Sam dedicates himself to empowering organizations in creating successful workplaces where team members can truly flourish in their strengths. He tirelessly works with this team to provide talent acquisition professionals with cutting-edge recruitment marketing tools that enable employers to attract top-tier talent faster.
