The use of generative artificial intelligence (AI) is on the rise, as evidenced by the rapid adoption of ChatGPT, which reached 100 million users in two months after its November 2022 release. Like traditional AI, generative AI can recognize and predict patterns, but it also has the added ability to create content such as text, images, music, video, and other content in response to prompts. Employees are rapidly finding uses for generative AI and other AI technologies in the workplace, and employers must be prepared to facilitate this use in ways that protect their businesses and their employees.
benefits and risks
AI can make time-consuming tasks more efficient. ChatGPT is increasingly used by employees to perform work-related tasks such as breaking ice, creating meeting agendas, writing presentations, and writing reports. AI can also assist in the hiring and hiring process by drafting job descriptions, reviewing resumes, conducting video interviews, automating candidate follow-up her emails, and more. Additionally, if programmed correctly, AI can also act as a check against human biases in hiring.
However, employers should be aware that using AI tools is not without risks, including:
- quality management: The accuracy of results generated from these AI products varies.
- contract: Contracts with customers or clients may limit your ability to share information with AI tools.
- privacy: Information used for prompts hosted by third parties may be exposed and is no longer considered confidential.
- intellectual property: There are already questions about who owns the content created by generative AI tools, and the use of proprietary data to train AI tools.
- Potential Bias in Recruitment: If poorly designed or not properly validated, AI can exclude job candidates based on gender, race, age, or other attributes. People with disabilities may not be able to use certain AI tools used in recruitment, or may be adversely affected by those tools, especially those that track voice patterns, facial expressions and movements.
AI best practices
Rather than trying to ban these tools, employers should find ways to use them wisely and take steps to protect themselves and their businesses, including:
- Consider notifying job candidates and employees about the use of AI tools in the selection process and assessment. Ask the candidate to confirm that you are not using her AI to write your resume or cover letter.
- Be prepared to respond to job seekers who disclose barriers that prevent them from using AI tools, or who may inadvertently give the candidate a negative view.
- Have a diverse pool of applicants before applying AI tools and consider hiring an industrial organizational psychologist to conduct validation analysis. See results generated by AI tools compared to those of human decision makers.
- When considering a deal with an AI company, seek compensation, or at least a statement that their tools have been tested for bias, and ensure their cooperation in defending against allegations.
- Stay up-to-date on existing or potential laws, regulations, and guidance dealing with AI, and consider developing company policies that address the use of AI.
