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Artificial intelligence, commonly known as AI, has been a major trend in business growth over the past year. Venture capitalists are increasingly funding startups whose businesses research and develop AI; open-source AI tools such as ChatGPT are widely available and used by the public. And HR Pros are using AI in job descriptions more and more.
There has been such buzz about AI during the past year that it can be difficult to distinguish the difference between hyperbole and truth when evaluating AI’s true capabilities.
As with any emerging technology, the truth of AI’s potential lies somewhere between the ultra-optimistic perspective of its developers and the fear-based narrative of detractors. It exhibits great promise for the HR sector but also brings a mitigating set of risks.
The goal of this paper is to present the opportunities AI offers for human resources teams, detailing use cases and current technology. We’ll also share some of AI’s potential pitfalls so that you and your team can perform a rational cost-benefit analysis of the advantages and risks of implementing AI into your HR workflow.
We think you’ll find that there are equity-minded AI technologies that can streamline your business without compromising on compliance or inclusion.
Using AI in Job Descriptions and HR Workflows
While AI has made some drastic improvements in recent years, this tool is foundational for many established HR tools you already use. Applicant tracking systems (ATSs) powered by artificial intelligence are widely used to sort, rank, and review candidates before hiring managers even see their applications. AI powers productivity tools, offboarding systems, and benefits managers. In short, AI is already everywhere in the human resources department.
Less well-established in the world of human resources are generative AI tools like ChatGPT. In part because these technologies have only recently become widely available, their use is unsanctioned, unpredictable, and experimental. Their ability to compose content that is coherent, clear, and precise varies widely. And yet because these tools are easy-to-use and free, many people are already using them for key HR tasks such as drafting internal communications or writing job descriptions.
With so many variables at play in using AI to create effective HR content, it’s no wonder that some leaders hesitate to invest their limited budgets in exploring these tools. But when used thoughtfully, AI can be a massive time saver and a powerful tool for increasing equity and productivity in recruiting.
The Power of AI in Job Descriptions
Job descriptions are like the front door of a house: they are the first thing potential employees see when they apply to work at your organization. Too often, they are an afterthought in the talent pipeline, which makes them a huge competitive advantage for companies that know how to use them to the greatest effect.
When employees create job descriptions, they often rely on boring, boilerplate-style language about your company and the position in question. Alternatively, some may embellish, exaggerate, or misrepresent key details. And with any human-drafted content, there is always a risk that job descriptions perpetuate unconscious bias with language that is subtly or overtly racist, ableist, sexist, or otherwise discriminatory. Even the best intentions can result in job descriptions that skip over important information or turn away highly qualified candidates.
Using AI in job descriptions can be an effective tool for creating accurate, consistent, and unbiased content. Because of its ability to standardize the style and format of text content, HR employees can use AI programs to plug and play basic information for a large number of job descriptions at once. You can also use it to check grammar, remove overly formal language or jargon, and improve your SEO.
By performing these specialized functions, AI saves HR teams time and money. It reduces time to hire by speeding up the process of creating job descriptions, and by assisting employees in creating more accurate job descriptions in the first place.
AI Tools for HR
Here are a few examples of AI tools that teams use to automate basic HR functions and improve their job descriptions:
- Ongig Text Analyzer evaluates job description text for jargon, style, non-compliant, and biased language.
- AI tool Grammarly performs advanced grammar- and spell-checks of written content. Recent versions also include generative AI functions to help you generate content in your preferred style. Grammarly offers a free version of their tool, as well as school and enterprise licenses. They also offer plans customized for HR teams, with communication tools across a variety of platforms including LinkedIn and Slack.
- Leena AI is a chatbot that can answer common employee questions about HR topics, such as benefits and payroll, on demand.
- ClickUp is a productivity tool with a built-in AI assistant to streamline your workflow and communication.
- Absorb is an AI-powered learning management system (LMS) that standardizes and automates the employee upskilling process.
Reducing Bias with AI in Job Descriptions
Many companies have invested heavily in DEI programs in recent years, in an attempt to diversify their talent pipeline and cultivate a more inclusive, welcoming work environment for people of all backgrounds. But one area that remains largely unexplored amid DEI efforts is job descriptions. A poorly written or biased job description can turn away highly qualified candidates of diverse experiences and backgrounds, undermining broader efforts at recruiting diversely.
You might think that most HR employees know how to write a job description that is inoffensive, neutral, and equity-minded. But the unfortunate truth is that common sayings, phrases, and language often have racist origins, sexist connotations, or other unwanted interpretations. If the person using this language isn’t aware of its other meanings, history, or context, the job descriptions they write may repel the very candidates your organization is working so hard to hire.
AI can help you and your employees create more effective, less biased job descriptions by reviewing them for problematic language, gender bias, and unnecessary jargon. It isn’t a substitute for taking the time to learn and educate yourself about social justice, but it is a complementary strategy your team can use to address issues as they arise in your writing.
Offensive language isn’t the only thing that reduces the effectiveness of your job descriptions. Overuse of industry language and jargon can turn away qualified applicants from other industries or backgrounds. Using too much aggressive or forceful language lends an overly masculine tone to written content, which may discourage female candidates from applying. And of course, all of your job descriptions should be consistent in tone and style.
Ongig’s Text Analyzer can do all of this and more. It is the AI-powered job description solution that saves you money while easily improving your talent pipeline.
Case Studies on Using AI Job Descriptions
Commerce company Square partnered with Datapeople, using their AI job description tools to standardize job description language and remove gender bias. As a result, their job descriptions attracted 25% more female candidates.
Finance company MoneyTap partnered with Jobsoid, taking advantage of their AI-powered job description and ATS tools to manage and simplify their hiring process.
Multiple companies have partnered with Ongig to:
- Boost application rates
- Fully Automate JD Workflows
- Create JD Consistency at Scale
- Enhance Candidate Quality
- Help Achieve Diverse Goals
A September 2022 study with a global job board on 60,000 jobs revealed Ongig’s Total and Inclusive Scoring are predictive of higher application rates in different industries:
- Total Apply Starts: Increased by 13%.
- Female Apply Starts: Boosted by 21%.
Ongig updated a healthcare client’s 5,000+ job description library using automated tools to ensure consistency, compliance, and inclusiveness.
Text Analyzer also automated 100% of a client’s job posting process, removing the need for manual recruiter intervention. (100,000+ job postings per month).
Ongig also helped an enterprise entertainment company increase candidate quality by 100% as measured by hiring managers, reflecting the effectiveness of inclusive job descriptions in attracting top talent.
An aerospace agency that worked with Ongig, used Text Analyzer to increase female job applications by 22% for critical roles in engineering and finance, breaking barriers in traditionally male-dominated fields.
And an insurance agency increased applications 4X from underrepresented groups across departments, showcasing a massive shift in diversity recruitment.
Key takeaways
- AI can effectively remove biased and gendered language from job descriptions
- More inclusive job descriptions attract a wider variety of candidates to apply
- AI is well-suited for automating menial tasks, especially those common to the HR workflow, such as monitoring job application responses, creating job description templates and workflows, or responding to help desk messages
Best Practices and Limitations for AI in Job Descriptions
With AI being relatively new in the enterprise software space, it’s a good idea for HR teams to establish some best practices when it comes to AI use in their department. Guidelines can help ensure that AI is used responsibly and with an eye on its limitations and potential risks.
The successful integration of AI into an HR workflow depends on how intelligently it is used by employees. AI isn’t a substitute for meaningful policy; rather, it can complement existing company values and ensure that your content aligns with those priorities.
What to Know About AI in HR
AI is best used to automate menial tasks like data entry and basic resume sorting. By saving costs on less important tasks, HR teams can divert resources to better support human-centered and resource-intensive responsibilities, such as interviewing candidates and mediating workplace conflicts.
HR leaders should stay in touch with current AI trends in the industry and review tools that employees may potentially use. With the rise in generative AI programs, HR employees may use these tools unsanctioned to draft job descriptions, especially when creating many job descriptions at once.
Because the use of AI tools may go unnoticed, organizations may unknowingly be compromising the accuracy, clarity, neutrality, and efficacy of their job descriptions, with potentially serious consequences for their talent pipeline.
Many AI tools are free to use, which presents security and privacy concerns, especially concerning proprietary company information. There are also concerns about AI programs that inherit some unconscious bias from their creators; equity-focused AI is especially important in combating this weakness. For all of these reasons, HR leaders must be aware of the available tools and provide teams with official recommendations and guidelines for use.
AI is imperfect, so plan to have employees perform a final spot check on any generative content or images. It’s a good idea to hire candidates who are familiar with AI tools and encourage existing employees to familiarize themselves with how these tools work. A little common sense and oversight go a long way toward making the most of these exciting programs.
Why I Wrote This:
The growth of AI is an opportunity for HR teams to improve efficiency, save money, and focus on essential services. Enterprise-level AI solutions for HR teams are becoming more common and user-friendly. But despite its potential, AI tools also come with ethical questions and usage challenges, in part owing to the speed with which this sector has grown. HR teams need to be critical and cautious with their implementation of AI, while also taking advantage of this strategy’s competitive advantages and unique opportunities.
What is the future of AI for HR teams around the world? It’s difficult to predict, but as AI continues to expand quickly, we can expect to see a growing number of companies offering AI-powered tools, often built-in or native to their own technology. We are also likely to see influential governing bodies like the EU begin to regulate the privacy and security of AI. In the coming years, AI is likely to become a mainstay in corporate HR departments, large and small. Get ahead of the curve and implement these tools today to improve efficiency and grow your talent pipeline!
And if you would like to learn more about Ongig’s AI-based Text Analyzer, request a demo today.
