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15 Ways HR Can Use ChatGPT to Improve Hiring and Engagement

A robotic hand is typing on a laptop.

The advent of artificial intelligence is making organizations re-evaluate old ways of thinking, especially in the field of human resources, which plays a vital role in promoting a productive and engaged workforce. Software companies are already incorporating AI in such a way that organizations can streamline their decision-making processes.

Modernizing Hiring

How to attract and retain talent always seems to be a topic of conversation, no matter the decade. Artificial intelligence can play a significant role in transforming hiring by driving highly personalized experiences. ChatGPT—a natural-language processing tool driven by AI technology that allows humanlike text and conversations—will increasingly be used as a communication tool between organizations and candidates.

Here are some ways that organizations can integrate ChatGPT into their enterprise platforms:

  • Understand candidates' location needs. Figure out where candidates want to work—how far from their home or current location. Then, connect the applicants with the type of opportunities they are looking for within the defined geographic area.
  • Leverage the multilingual ability of ChatGPT to overcome language barriers. Facilitate effective communication by integrating ChatGPT's language translating abilities for seamless assistance and improved customer satisfaction.
  • Improve sourcing efficiency by having AI analyze job descriptions on LinkedIn and other relevant websites. This will allow you to target the job posting to possible candidates' attention. AI can look for keywords in the job description and then drive the job posting to the LinkedIn profiles that have those keywords.
  • Drive personalized jobs to passive candidates by reviewing their credentials and qualifications on LinkedIn. Even if people are not looking for new opportunities, by displaying job postings that match the key skills in their job descriptions and overall relevance to the opening, it is possible to entice passive candidates.
  • Suggest job postings to candidates based on their search history and preferences. Just like Netflix gives personalized recommendations based on users' habits and behaviors, create a personalized job listing for candidates based on their search history.
  • Incorporate AI optimization tools such as keyword matching to ensure that the resumes selected for review by recruiters are the best fit for the job listings. Use AI-powered optimization tools that can generate insights into what type of content or keywords are most effective for that particular job description.
  • Use ChatGPT to generate interview questions tailored to the candidates' experience and skills while ensuring a structured hiring process. Because ChatGPT has been trained on a diverse set of internet text sources, it can generate a range of possible interview questions if it is provided with specific information about the candidates' experience and skills.
  • Keep candidates engaged through the hiring process by personalizing communication and keeping them warm. ChatGPT has the capability to generate responses in a chat-like format, so it can personalize responses throughout the hiring process and keep the candidates engaged.
  • Redirect candidates to different job openings. If a candidate is not selected for the job they applied to, move the candidate into a pipeline for jobs that their qualifications seem to suggest they'd be good at. Candidates can be redirected to different jobs based on their resume, skills or hiring manager feedback on the best fit. Then, they can be notified when there is an opening for one of those other roles.

Modernizing Employee Engagement

Employee engagement initiatives are being embraced by many organizations because research shows that engagement drives outcomes. Organizations are focusing on creating a highly engaged workforce through changes in almost every process of recruiting and retention.

Here are some examples of ways organizations can use ChatGPT to spike the engagement factor:

  • Use ChatGPT to help do the leg work when resolving employee issues and make recommendations based on historical information. Because AI has access to historical data, ChatGPT can create personalized responses and offer recommendations that align with company policy.
  • Use a combination of ChatGPT and virtual reality training to move the needle on diversity, equity and inclusion (DE&I) and be a catalyst for change. Assess the candidate's soft skills and outlook on DE&I and then create immersive experiences to help them understand complex topics like microaggressions, bias with an eye toward experiential learning, and behavioral change.
  • Create opportunities for internal promotion by allowing AI to evaluate employees on transferrable skills rather than just job experience. Use AI to sort skills into different categories—such as soft skills, technical skills and industry-related skills—and then use these transferable skills to unlock internal mobility efforts and to reskill or upskill talent.
  • Align AI algorithms with your organization's DE&I policy to minimize bias. By diligently addressing factors that contribute to bias and stray from departmental policy, it is possible to tackle the risk of replicating or even amplifying human biases that stem from reliance on flawed data that reflects historical inequalities.
  • Enhance learning by simulating scenarios for skill building and delivering micro-learning experiences. Facilitate active learning and decision-making by creating interactive digital learning environments that imitate real-life scenarios.
  • Use ChatGPT's predictive power to address pay equity issues and the impact of pay practices on the organization. AI can assist with statistical analyses of historical employment decisions and provide analytics to guard against future systemic pay discrepancies.

Ethical and Accountable AI

When organizations roll out AI, it is imperative that they deploy it ethically and responsibly. Transparency is necessary to ensure that your AI practices are accountable and trustworthy. Organizations should map out their process so they understand how decisions are being made.

In addition, algorithms must be constantly monitored to identify and correct biases that may arise over a period of time. Because AI can track digital footprints and create threats to fundamental rights like privacy and fairness, it is important to utilize models that comply with human rights. 

As we move into the new era of work using AI and as more laws are created to establish criteria for moral decision-making, we must remember that organizations will need to adopt technology with an open mind and mandate that systems be created so they work in a fair and nondiscriminatory manner.


Neena Kovuru is the vice president of HR strategy and technologies at UKG.


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