It can be difficult to find the right person for a job that requires specific technical skills. Technology can help by assessing for skills and enhancing diversity, but it can't solve the problem of identifying and engaging a motivated person who really wants the role. Satish Kumar is the CEO of Glider Artificial Intelligence, a skills based recruiting platform.
Writing job descriptions, reaching out to candidates, understanding their résumé, and finding out how good a fit they are are some of the things recruiters do on a daily basis. Each of these steps can be played by the Chatham GpT.
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Recruiters can use these five ways to be more effective.
1. Writing Job Descriptions
Recruiters should use an artificial intelligence tool to help write job posts. He says that only a few recruiters are able to write well-crafted job descriptions. Most of the time it is copying and paste from a random template.
It is possible to create a job description that is meaningful and will seek information from the candidates that are relevant for the job. If you write a compelling job description for an entry-level digital marketing specialist, you could get a response like this.
We are looking for an entry level digital marketing specialist. The successful candidate will work with our marketing team to develop and implement digital marketing campaigns that will drive website traffic, generate leads, and increase brand awareness. It's an excellent opportunity for someone with limited experience to start their career in digital marketing and learn from a team of marketing professionals.
A bulleted list of responsibilities will be created by the company, such as collaborating with the marketing team to develop and implement digital marketing campaigns across various channels. Standard requirements will include a bachelor's degree in marketing, communications, or a related field, and strong communication and writing skills.
The better the prompt is, the better the output will be.
2. Understanding the Job
Recruiters probably have a deep understanding of their company, but they may not know every role. Recruiters can use an artificial intelligence tool to get a better idea of the job they are hiring for.
Kumar wants to be more have educated discussion with the candidate. I would like to know a basic understanding of the domain.
An entry-level digital marketing specialist works with a marketing team to create and execute digital marketing campaigns across various channels. They help with the creation of landing pages, email templates, and digital ads to drive conversions.
3. Summarizing Candidates’ Qualifications
Hundreds of applications can be generated even with screening tools. A lot of résumés can become boring. Recruiters may not find the most qualified candidates.
Kumar says that it is possible to summarize a large résumé in a small amount of time. The summary can be presented as part of the job description.
Kumar suggests giving the tool the prompt of the job post and asking it to summarize the résumé in a way that matches the job needs. He says that it's time-saving.
4. Personalizing the Outreach Process
Once you have summarized candidates' résumés and found potential matches, you can send an email to follow up on their interest and schedule the next steps in the hiring process. If a digital marketing job candidate had experience working at Apple, they would create an outreach email.
I hope this email brings you good news. I am writing to let you know that we have an open position for a digital marketing professional. I was impressed with your qualifications and experience after I saw your application. I wish you well on your internship at Apple. Being selected to work with one of the world's most innovative and iconoclastic companies is no small feat, and I am sure you have gained valuable insight and experience during your time there. You have the skills and expertise that are in high demand in the digital marketing industry because of your time at Apple.
Kumar says that the campaign can create promising outreach messages. Candidates can get personalized messages.
5. Developing Interview Questions
Recruiters can use the tool to develop a set of interview questions that are relevant to the job, so they can choose qualified candidates.
He says that the world knowledge has been crawled beyond a single person's capability and that CHATGPT is poised to do all these things. It can help recruiters be more efficient.
10 questions were generated for an entry level digital marketing specialist.
- How do you stay up to date with the latest trends and best practices in digital marketing?
- Have you worked with any social media management or advertising platforms, such as Hootsuite or Facebook Ads Manager? Can you explain how you have used them in the past?
- How do you balance creativity with data-driven decision-making in your digital marketing strategies?
But Beware of the Pitfalls
Kumar says that it can have a profound impact on a recruiters role and focus. Kumar says that artificial intelligence can be fallible. Recruiters need to know that some of the information they get may not be accurate. Job descriptions should be run by the candidate's direct manager to make sure they fit in with the new hire.
Kumar said most outbound communication would be fine. Inquire against the source of truth.
Artificial intelligence can take away repetitive work, but it doesn't replace the fundamental part that only humans can do. Kumar says that one needs to apply their own critical thinking for their situation. You won't get the right answer unless you ask the right questions. It's important to learn how to ask.
