EMBRACING CHATGPT: ARTIFICIAL INTELLIGENCE AND THE FUTURE OF GRADUATE RECRUITMENT

ChatGPT, an AI-powered language model developed by OpenAI, has been making waves in various industries including human resources. Graduate recruiters have started using ChatGPT to streamline their recruitment process, encouraging students to utilise the model in their applications. Amy Evans, a second year law student, considers its potential issues and how it might change the graduate jobs landscape.

Recently I came across a post on Linkedin whare Paul Gascoyne - a Senior Recruitment Manager at Shearman & Sterling LLP - advised applicants to use ChatGPT in preparation for interviews. Out of curiosity, I followed his instructions.

“Can you act as an interviewer, and I will be the interviewee? The role I am interviewing for is a trainee solicitor at a commercial law firm in London.”

ChatGPT asked some typical interview questions. Why am I interested in the role; what is my educational background; could I please discuss a time when I had to work as part of a team? Even better, when I asked it to provide feedback, ChatGPT complied. But, how could I be certain that the questions asked and advice given were useful or accurate?

So, is its use by applicants problematic? As it is an AI model, it can only provide advice based on the data it has been given, which may not always be upto-date or relevant to the company or role in question – particularly, as it is not connected to the internet. Applicants could receive incorrect or outdated advice, with generic interview questions providing an inappropriate one-size-fits-all approach.

Likewise, the use of ChatGPT by graduate recruiters raises broader questions about the role of AI in the recruitment process.

As ChatGPT becomes more widely used, there is a risk that it could replace human recruiters at certain stages, therefore having a significant impact on the graduate jobs landscape. We are already seeing an increase in the use of automated video assessments, with over a third of Fortune 500 companies using HireVue – one of the leading interview technology companies. Is this the future of the graduate recruitment process? ChatGPT can, on its own admission, automate repetitive tasks such as candidate screening, scheduling interviews, and sending follow-up emails. It can assist with creating job descriptions, providing interview questions, and even generating offer letters. But, should we allow it to?

When I applied to Allen & Overy, my application was reviewed by a member of the Early Careers Team. I spoke with a human being at each stage of the process. Even my offer was made over the phone before I received an email. I felt supported and deeply connected to the firm. If we eliminate this personal aspect of the process by allowing technology to intervene, we risk creating a cold and impersonal job market, which could eventually extend to our workplaces also.

Whilst ChatGPT has the potential to streamline the recruitment process, we should be wary of advocating for its unregulated use. Applicants and recruiters alike should remember the limitations of technology, utilising these tools only where it is appropriate.

Amy Evans