How hiring managers can benefit from generative AI

- What if hiring managers could use technology to perform nearly all necessary recruiting tasks in as little as 15 minutes per day? Does that sound crazy? Well, with gen AI and intelligent automation, it may actually be possible. Let's take a look at how Gen AI can make it easier than ever for hiring managers to participate in the talent acquisition efforts of a company. Earlier in my course, you learned how gen AI can be used to create job descriptions, screen and schedule applicants, and provide status updates to candidates. Imagine a conversational interface that allows hiring managers to quickly and easily create and post jobs with just a few initial prompts making changes to their job requirements based on talent supply and diversity insights, review and reject applicants, schedule screens and interviews, and craft and negotiate offers, all with a few clicks. That last point about negotiating offers may seem outlandish, but Walmart has been using AI to negotiate terms with vendors for a while now, and 75% of the suppliers prefer working with the AI over a human. Using AI in the negotiation process brings the benefit of avoiding any unconscious biases in the offer process, helping to contribute to more equitable outcomes and pay. Imagine if it only took a few minutes for hiring managers to create and send personalized audio or video messages to top talent. Well, with gen AI, this is already possible. There are many solutions on the market that allow you to clone your voice and likeness with lifelike avatars and make it as easy as typing to create customized audio and video messages. Imagine the response rates from candidates getting these kinds of personalized messages directly from hiring managers. Gene AI can also enable hiring managers to proactively recruit from within the company before releasing a job externally prioritizing internal mobility. Gen AI can also be used to analyze internal talent supply and recommend potential candidates with matching skills, potential, and interest to the hiring manager and support outreach messaging. On the flip side of this, managers who may be losing someone from their team to internal mobility can receive automatic backfill recommendations from elsewhere within the company. Rather than relying solely on individual experience and intuition, hiring managers can use gen AI to develop standard interview questions that are fair, relevant and consistently used for each role. Gen AI can also be used to create interview scoring rubrics to help hiring managers consistently and objectively evaluate candidate responses to interview questions. This can help managers make sure that all candidates are assessed using the same criteria reducing the potential for bias and contributing to a fair evaluation process. Generative AI can make it easier than ever for hiring managers to participate in talent acquisition, enabling significant self-service capabilities with little time and effort, and contributing to more fair and equitable experiences and outcomes. Take a moment to reflect on how gen AI could be leveraged within your company to help involve hiring managers more directly in the talent acquisition process.