David Burton is an Employment Law Trial Attorney and a regular advocate.
opinion: Business leaders, HR professionals, and recruitment consultants need to wrestle with ChatGPT and other artificial intelligence equivalents when it comes to hiring.
All companies are looking for the best candidates to fill their vacancies. They consider qualifications and experience, as well as other skills such as communication and analytical skills. Scan your resume (CV) for errors that may indicate a lack of attention to detail or a lack of understanding of grammar and English. A superficial selection is often made based on CV.
AI is rapidly picking up pace, and so are artificial intelligence (AI) users. Online tools can answer any question clearly with human-like responses. It’s very likely that ChatGPT is already being used to build resumes or assist with pre-employment assessments.
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ChatGPT and similar tools help you create a professional looking resume for the job you’re applying for. When an employer makes the first cut of a received resume, an old-fashioned evaluation is done.
Michael Witbrock is Professor of Computer Science at the University of Auckland. He said we need to prepare for AI like “enhanced Google.”
Our schools and universities don’t know what to do with ChatGPT and such. However, all our universities have introduced software that can detect the use of AI tools such as ChatGPT.
monique ford / staff
Psychologists say employees should prepare for the mental health impact of ChatGPT as they find their expertise replicated by AI.
All eight New Zealand universities use Turnitin and claim to be able to detect AI-generated material with 98% accuracy. Turnitin’s Asia-Pacific vice president, James Thorley, said the software estimated what percentage of the text was written by AI and highlighted problematic sentences. Thorley said AI-generated work is harder to detect than other types of fraud.
AI continues to improve and the battle continues over just how effective it is, as do students who know how to use the tools sophisticatedly.
It seems relatively easy for people to get their chatbots to generate false information. A recent study by the Center for Countering Digital Hate found that people asked Google 78 times out of 100 on topics ranging from the Holocaust to climate change. It turns out that researchers induced the Bard equivalent to generate false or hateful information.
There is no doubt that AI can generate convincing misinformation about educational qualifications and work experience on resumes.
Employers are not without legal recourse. An employer has the right to dismiss an employee if the employer can prove that misrepresentation of the employee’s resume has caused the employee to lose credibility and trust. It can even become a crime.
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David Burton is an employment law attorney.
Long before AI came along, Maori Television fired then-CEO John Davey in 2002 for serious misconduct. Background. The board immediately moved to suspend Davy pending further investigation, and subsequently dismissed him.
Davy later pleaded guilty to one count of using his résumé to obtain benefits and privileges, namely being appointed to senior positions on Māori television. Davy said he was sentenced to a substantial amount of eight months in prison, but that the cost paid by Moari Television to hire him was $82,000, including his prepaid salary and airfare. understood.
In a similar case, Dixon v. Southern Community Laboratories (SCL), Dixon applied for the position of CEO of SCL. It became clear to him that he was looking for someone with a “successful business track record.”
Dixon did not tell SCL that he was the managing director of the failed company. The Employment Tribunal found that Dixon’s misrepresentation amounted to gross misconduct and that the board was justified in removing him.
monique ford / staff
Here’s how educators should adapt to AI chatbots like ChatGPT that can generate NCEA-worthy essay answers in seconds.
ChatGPT and its equivalents mean that employers and consultants used for recruitment have to be more diligent.
Not to mention detailed reference checking. Deep scrutiny of eligibility and background checks could become more common. Given the potential for operational AI to assist, we may need to reconsider using online assessment tools.
Employers who neglect due diligence and make poor hiring choices can face significant costs as a result.
There can be significant costs associated with employment investigations and disciplinary proceedings. Significant costs can be incurred in connection with unsuccessful hiring and subsequent hiring.
Of course, there are costs to the business that people they thought they were hiring aren’t getting jobs.
