Amid the positive signs for 2024’s economic outlook, some executives are counseling guarded optimism when it comes to people strategy, including hiring. “I think smart companies will be cautious and planful, but be ready to reaccelerate if and when things feel more stable,” Hubspot chief people officer Katie Burke told us.
Part of that readiness can be figuring out or refining the role AI plays in your hiring process—a worthy investment even if you don’t currently have the need or budget to use a comprehensive, expensive hiring-focused AI tool. In fact, hiring is one area where organizations can leverage lessons learned about using ChatGPT to streamline and improve their existing practices.
This year, we plan on writing several articles about how to use ChatGPT to do important tasks, with each version containing a prompt you can share with your team. In the first part of the series, we’re covering how to use the tool to create interview questions. We used a recent open role at Charter to demonstrate: “Program Manager, Client Solutions.” Get in touch to let us know what you think—and if there are any use cases you’d like us to cover.
A few weeks ago, Richard Rosenow, vice president of people analytics strategy at people-analytics platform One Model, posted on LinkedIn about how the same type of skills used in prompt engineering can be useful in other areas of business, such as writing job descriptions. “Maybe it's too optimistic, but it feels like a whole generation of technical workers are getting a rapid fire education in writing for business and the benefits of being clear, precise, and complete when giving written instructions,” he explained.
I couldn’t agree more, but I would also add that learning to work with ChatGPT won’t just improve the way you write in a business setting—it can also improve the way you think. Many people have referred to the ability to “ask the right question” as one of the key skills required to work with ChatGPT. But what that often means is that the person interacting with the tool has thought carefully about the desired outcome of a given task.
When you’re using ChatGPT to generate questions for candidate interviews, for example, you need to give the chatbot details about the position to get usable questions. To do this well, you have to think about the qualities that would make someone a great candidate—work you should be doing anyway.
What you need
A handful of attributes you want for the position. For ChatGPT to create good interview questions, it needs to know what candidate qualities it’s assessing. Here are the attributes Erin Grau, Charter’s COO and the hiring manager for our open program manager position, chose:
- Strong communication skills
- Bias for action
- Project delivery / operational excellence
- Systems thinker with strong workflow/process-design skills
- Collaborative team player
It can be tempting to keep adding attributes to the list in pursuit of the perfect candidate, but you also risk narrowing the pool too much. In a recent episode of Boss Class, a podcast by The Economist, Nobel-prize-winning behavioral scientist Daniel Kahneman suggested selecting six attributes that are “fairly independent of one another, so you’re not building in redundancy, and that are important to performing the job.”