Yes! And using the bot to do routine HR tasks could leave you more time to work on talent strategy.
The answer to the title question, “Can ChatGPT write a better job description than you can?” is a resounding yes. It can write that job description faster than you can, too.
ChatGPT is an artificial intelligence chatbot—a computer program designed to simulate conversation with human users—that was developed by OpenAI and launched in November 2022. The “GPT” part of its name stands for “generative pre-trained transformer.”
Being generative, this transformer (a kind of neural network) can quickly create anything from computer code to a magazine feature to a job description based on its extensive training on a massive amount of data, plus human feedback.
There’s no doubt that ChatGPT is powerful; one Fortune article labeled it the most powerful form of artificial intelligence yet—because it produces “informed B.S.,” just like humans do. A key indicator that ChatGPT has the potential to disrupt many arenas is the fact that when people go to the site and can’t use it because it’s overloaded with traffic (something that happens with fair frequency as of this writing), many still go back later to use the tool.
Over time, ChatGPT and its cousins may change the way some people (think writers, coders, marketers and legal staff) do their jobs—or if they still do their job at all. Right now, however, while the site is often unavailable and doesn’t have the functionality to work with current web data, ChatGPT is something to learn about, try out and watch.
It’s also something to use for the nitty gritty of talent management. Try it for composing a job description or a hiring email. See how it analyzes your data—or how quickly it retools that staff presentation you’ve been wanting to refresh. I’ll bet you find it frees up time for tasks that ChatGPT can’t do, like refining your talent strategy.
Whether or not you use ChatGPT for routine HR tasks, here are some things to focus on when it comes to talent strategy today. Drawn from this article in HBR, these actions can help you develop the kind of game-changing talent strategy that will not only help your credit union succeed today but also help it be ready to pivot as things like ChatGPT continue to shake the talent marketplace.
1. Get Commitment to the Importance of Talent From Top Leaders
What would it take at your credit union to have the CEO, members of the C-suite and your board of directors aligned about the importance of having a solid talent strategy in place—and then delivering on it? What conversations would need to take place to secure this commitment?
2. Support Recruitment Efforts With a Solid Learning Program for Staff
It’s well established that today’s job seekers want to join companies with a clear commitment to learning and development. What do you have in place today to support the growth of new skills, knowledge and competencies in your people? How can you bolster your current offering?
3. Create an Organizational Climate of Spirit and Energy
The HBR article says a climate of spirit and energy is created by committed managers and gifted people leaders—and can serve as “a magnet for the very best professionals” from the hiring marketplace. In organizations with this kind of climate, “talent policies are built to last but are constantly under review,” to ensure that they can respond to changing conditions and cultural differences.
“Getting these things right makes all the difference,” the authors of the HBR article add. “It creates an authentic connection between how a company presents itself as an employer and how it really feels inside—the employee value proposition.
“Make no mistake: This is not an easy place to get to,” the authors continue. “In fact, the path to a truly game-changing talent strategy is rife with complexity and ambiguity.”
Fortunately, credit union talent leaders don’t have to do talent strategy or management alone. You can join wonderful online communities that have important discussions about HR and talent leadership. Your team can also attend TalentNEXT in September in Savannah. At that event, they’ll be able to talk about best practices and emerging trends in talent—including ChatGPT—with other top credit union people strategists.
Jerry Saalsaa is interim CEO of CUES. Since joining the team in 1997, he has led CUES’ finance, technology, human resources and strategy teams, including serving as VP/finance and technology and, most recently, as SVP/chief administrative officer. Saalsaa’s leadership has built a foundation that has enabled CUES to become a more sales- and market-driven organization. He holds a B.S. in accounting from Upper Iowa University, has earned certificates in negotiation from The Wharton School at the University of Pennsylvania and has attended all three segments of CUES’ CEO Institute.