"What if A.I. does this? My dad never misses a chance to identify a pot calling a kettle black, except for when he himself is the pot; anyway, it is PEAK irony, isn't it? Breathlessly: "Oh no -- what if A.I. gets some harmful notion and it proliferates quickly throughout our reality, resulting in the irreversible onslaught of some horrifying, jackbooted digital tyranny, fanatically convinced of its own correctness and unreceptive to the finer nuances of compassion, reason, and chance?" Wouldn't THAT be a fucking bummer lmaooooooooooooooo! I've been messing about with ChatGPT, and here's what I can report so far. Most recently, I agreed to dial my friend's resume and cover letter for a sudden dream job opportunity, on short notice, in exchange for one of my favorite brand of dresses.

Talent acquisition can be one of the most time consuming and frustrating aspects of business. Harsh deadlines and specific requirements, not to mention the piles of applications and resumes, is tough for any recruiter. Tack on retention accountability, candidate experience and employer branding and the job becomes even harder. The emerging HR technology throughout the last decade has strived to take away these many frustrations while improving candidate experience and quality of hire. The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world?

Talent acquisition can be one of the most time consuming and frustrating aspects of business. Harsh deadlines and specific requirements, not to mention the piles of applications and resumes, is tough for any recruiter. Tack on retention accountability, candidate experience and employer branding and the job becomes even harder. The emerging HR technology throughout the last decade has strived to take away these many frustrations while improving candidate experience and quality of hire. The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world?

Talent acquisition can be one of the most time consuming and frustrating aspects of business. Harsh deadlines and specific requirements, not to mention the piles of applications and resumes, is tough for any recruiter. Tack on retention accountability, candidate experience and employer branding and the job becomes even harder. The emerging HR technology throughout the last decade has strived to take away these many frustrations while improving candidate experience and quality of hire. The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world?

Talent acquisition can be one of the most time consuming and frustrating aspects of business. Harsh deadlines and specific requirements, not to mention the piles of applications and resumes, is tough for any recruiter. Tack on retention accountability, candidate experience and employer branding and the job becomes even harder. The emerging HR technology throughout the last decade has strived to take away these many frustrations while improving candidate experience and quality of hire. The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world?

Toronto-based IT software developer announced today the pilot program, Karen by Karen.ai, a cognitive recruiting chatbot that engages candidates throughout the application process, matches candidates to alternative positions and provides screening support before, during and after the recruiting process. "Karen derives concepts and personality traits from candidates' resumes and cover letters and assesses the level of engagement and gains deeper insights through a simple text chat conversation. This conversation improves the candidate's experience of the recruitment process and represents the company's brand," said founder Noel Webb. Webb also noted Karen can follow up with candidates during and after the requisition and provide alternative options within the company for which they may be better suited. While automated solutions have existed in recruitment for nearly a decade, Karen takes these automations one step further, because Karen can learn from conversations with candidates and predict other positions for which they might be a match.