Not long ago I had an interesting conversation with a very skilled Human Resources Director about the emerging use of artificial intelligence, ChatGPT specifically, in the hiring and retention of people for businesses. The question arose, ‘Is something like ChatGPT bad for business, bad for HR, harmful to accurately know whom to hire?’ The question’s inference was how can we tell when a hiring candidate used ChatGPT to falsely create their resume giving them an advantage to gain an interview, or if an employee uses the same platform to create inauthentic work product not their own?

In our short discussion, I think we both agreed that AI tools, like ChatGPT, are here to stay and can be very helpful to people and businesses, if navigated correctly. The use of it, for example, for research already seems to have awesome results. Therein, however, makes the second half of the AI-HR equation, the human interaction and decision-making part, even more important. In fact, my prediction to my HR friend was that the dawn of AI will actually reveal those truly skilled in understanding people and how they communicate, and those that are not. The necessity to understand what the potential or current employee is truly saying to business owners, executives, HR professionals, and others in interviews and conversations - in making an authentic human connection - will be far more important than ever before in human history.

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