ChatGPT for HR

ChatGPT for HR

If deployed critically and selectively, ChatGPT can be an important HR tool that looks like turning into an essential HR skill moving forward

Like everything else, ChatGPT has promised radical changes in HR functions ever since its inception around end-2022. And as more user cases emerge, it is now becoming clear thatHR professionals around the world has been trying out this epoch-making innovation from OpenAIto perform some of their daily tasks.

ChatGPT – a free-for-use generative artificial intelligence (AI) tool– is a conversational software-as-a-service AI chatbot that understands the intent of complex, specific questions and can come up withrelevant human-quality responses based on information available online in the public domain.Essentially a machine-learning solution, it keeps getting more refined all the while as more and more people use it across the world.

There are alreadynumerous reports on how ChatGPTis transforming the ways-of-working in every profession, and it seems HR is no exception. Indeed, it can make HR professionals more productive by taking overbasic documentation androutine tasks of repetitive nature – thus enabling more bandwidth on strategic tasks.

Caution advised

Of course, experts caution that like all creative AI, it is not yet time for unconditional reliance on such tools. For strategic decision-making, thorough human review of AI generated content is absolutely necessary to eliminatecritical risks. For one thing, being sourced from the internet means all content generated by ChatGPT is generic and historical – although it is apparently authentic and trustworthy. This is because Generative AI is wonderful at sifting through and synthesising existing documents and even present them in a format that looks like it is drawing a new conclusion. But essentially it is just repackaging whateverexisting literature there is on the topic, and nothing new. It cannot offer specific guidance or solutions for a specific circumstance – yet. For that, we still need a human HR with a mind that can deduce conclusions.

Also, being an emerging technology meansresults might not beperfect every time you use it. But yes, whatever ChatGPT offers can be an excellent starting point for any in-depth work.This can significantly reduce time spent on documentation and research-based administrative tasks.

HR uses

HR professionals willing to learn and experiment, have already discovered multiple ways in which ChatGPT comes in handy. One obvious use is creation of HR technology products to perform basic task-level HR work. This would naturally save hours and eventually boosts productivity. But there are other areas too, where ChatGPT is transforming HR functions. Following is a quick survey:

  • Job descriptions: The very first HR task that was excellently handled by ChatGPT was writing of job descriptions. AI can instantly review all existing information to put together a draft, after which specific revisions can be requested by a human till the output is perfect. LinkedIn has already announced an upcoming feature that would enable job posts written by AI. What previously took two or three HR professionals can now be handled by one HR professional and an assisting AI chatbot!
  • Market survey:ChatGPT can come up with composite information on the talent market during the recruiting process. This includes information on average salary for specific jobs, benefits being offered by other industries or other companies for a particular role, other industry standards – along with any geographical variance.
  • Interviewing:ChatGPT can generate relevant interview questions to ask candidates for roles that are either cutting edge or not in sync with the interviewer’s domain. The research-based AI output could in fact formulate questions of international standard and relevance.
  • Employee self-service:ChatGPT can be used to build conversational chatbots for instant HR support to handle employee queries on benefits, vacation policies and payroll. This can be blended with human follow-up for more complex issues.
  • Policy documentation:ChatGPT can be configured to provide real-time support to candidateswith queries on company policies, procedures and benefits, as well as offer guidance on completing necessary paperwork stipulated by HR. At a more advanced stage, it would be possible for the AI to writes all policies in real time and automatically update any portion whenever rules and laws change. It will make instant changes across all systems in an organisation and notify – all without further human intervention.
  • Employee survey: ChatGPT can craft survey questions for companywide polls to measure employee engagement or invite opinions on specific workplace issues.
  • Performance review:ChatGPT can produce data performance measures and constantly measure performance against deliverables regardless of remote or hybrid work environment – thus ensuring a fair evaluation. It can also respond to enquiries from employees about performance metrics.
  • Administrative tasks:ChatGPT can help HR professionals craft and send announcements and reminders to employees about events, such as training programs. The AI tool can also be used to generate any kind ofdocument based on primary informationand send automatic e-mail responses.


  • Inherent bias:Apart from the known fact that content generated by ChatGPT is generic and historical – one other big limitation is that any content sourced from the Internet runs the risk of being inaccurate or biased. To address this issue, HR professionals can provide ChatGPT with detailed source information, including employee data, internal company knowledge bases and HR policies or procedures, to generate customized content that is more specific and factual.
  • Matter of tone:Another challenge in using ChatGPT is that generated content can have the wrong tone. An HR professionaloften has to handle sensitive human topics.Automated replies are just not meant for such situations. Situationswhere discipline and layoffs are involvedneeds human empathy and nuance. They arenot for an algorithm to handle.
  • Legal hassles: Organisations must be careful of data privacy and other legal requirements related to HR and ensure whateverChatGPTproduces is secure and compliant. Also, be careful about putting sensitive company data on an open platform and follow all IT safety precautions.

Driven by humans, for humans

ChatGPTcan be an excellent starting point, but for all practical purposes, HRwould have to validate or refer to another traditional data source for verification. And human HR professionals will still be needed to driveChatGPTand obtain the final output as desired.

All said and done, ChatGPT is an important HR tool that looks like turning into an essential HR skill moving forward. However, it should be deployed critically and selectively for HR tasks. It is still a new innovation for all of us, and everyone needs some time to experiment and come up with the best results.

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