Hi everyone, welcome to this video on how to automate your recruiting admin using Chat EBT. We all know that recruiters are hired for their ability to talk to candidates. So, the goal is to free up recruiters and hiring managers to spend more time talking to candidates and less time on administration tasks.
There are many tools available now that integrate automation and generative AI, such as ChatGPT, to help with this. But what do you do while waiting for your applicant tracking system or CRM to catch up? How can you automate and streamline the process?
In this video, we will walk through a simple three-step process to automate your recruiting admin. We will provide all the prompts you need to go from a job description to kicking off your search using the ChatGPT interface. If you need help with writing a job description, check out our linked video.
Once the job description is ready, the next step is to start sourcing candidates on LinkedIn. But before that, it’s important to build out your interview process. This ensures that you are getting the right candidates at the top of the recruiting funnel, assessing them correctly, and making good hires.
We will break down the interview process into three stages: building scorecards, creating the interview process, and designing the interview kit. By using ChatGPT, we can analyze the job description and create a comprehensive list of characteristics that are important for the role. This scorecard is a starting point and can be customized further.
Next, we will use ChatGPT to generate the interview process based on the skills and abilities defined in the scorecard. This will help us determine the stages candidates will go through and the skills we will assess at each stage. This process can be incorporated into your applicant tracking system or a basic system using project management software.
Finally, we will create a list of effective questions to assess candidates. This includes behavioral-based questions that relate to the competencies defined earlier. By periodically reviewing and refining these questions, you can build a database of effective interview questions that minimize unconscious bias and lead to stronger teams.
I hope you found this example helpful. Feel free to use and customize the prompts for different roles and scenarios. Let me know your feedback and if you want more content like this, subscribe to the channel. Thank you!
