According to a May 17 company statement, LinkedIn Recruiter will soon allow talent professionals to employ generative AI to deliver customized messages to prospective applicants. The distribution will start with “a handful of customers” in the United States and Europe, with a larger release scheduled for June.
According to the statement, the AI messaging assistant uses information from a candidate’s LinkedIn profile, job description, and recruiter’s organization to create editable messages that are tailored to the client.
LinkedIn also stated that it has recently employed AI to upgrade its recommended matches function and to make skills a more prominent component of the Recruiter product. As extensions of that approach, Recruiter’s Skills Match and Resume Search capabilities debuted this year.
As the technology becomes more available and integrated, 2023 might be the year of generative AI for HR professionals.
On the same day, May 9, Microsoft, IBM, and Google Cloud announced their own automated solutions based on generative AI, with features such as making job postings and listings, contacting applicants, handling worker requests, and building tailored learning programs, among others.
The advent of ChatGPT and related open tools popularized generative AI technology and acted as a tool for recruiters to swiftly create job descriptions and applicant messaging. Such routine activities have historically been where automation excels — while AI, in particular, has its own set of concerns, as the federal government has noted in recent remarks.
“These automated systems are often advertised as providing insights and breakthroughs, increasing efficiencies and cost-savings, and modernizing existing practices,” federal regulators said in a joint statement. “Although many of these tools promise advancement, their use also has the potential to perpetuate unlawful bias, automate unlawful discrimination, and produce other harmful outcomes.”
To mitigate the downsides, human resource professionals should take a cautious approach to generative AI adoption. This involves rigorous testing and validation of AI systems, continual bias and fairness monitoring, open communication with employees, and constant learning and adaptation to handle growing ethical and privacy problems.
Overall, generative AI has the ability to improve HR operations, decision-making, and employee experience. HR professionals may use generative AI technology to focus on more strategic and value-added duties, while AI systems perform time-consuming and repetitive jobs.