#8: AI anxiety, PeopleGPT, DevinAI, and AI Interview Buddies.

Have you felt overwhelmed by the speed of new development since ChatGPT was launched about 1,5 years ago? I do. And our feeling is backed by data. Over time, AI-based technologies become faster in reaching human-level capabilities at different tasks.

While it took AI about 14 years to reach human-level image recognition capabilities, it only took 2-3 years to reach human-level common sense completion. And from each of those capabilities, a myriad of innovations arise. And that's why we feel overwhelmed. This may even develop into something, we will soon call AI anxiety. Remember, you read it here first.

So I will show you some AI-based tools, which I find very interesting. It may help you to focus your attention on some of the innovations in the HR space.

PeopleGPT 2.0 - a new way of sourcing through natural language

This tool is a great example of how large language models can be used for HR tasks. In this case, you can prompt the tool, just like you prompt ChatGPT, in order to search for candidates or people with cool profiles on the web.

Before this kind of tool, sources needed to have expert skills like boolean search or x-ray search for google or talent database search (e.g., LinkedIn Recruiter). Now, any person that can verbalise what kind of profile they are looking for, can search the web for them. They just tell the machine, and the machine does the boolean search chains with complex operators.

The future of HR technologies will be amplified by prompt-to-anything. But at the same time, today's specialized HR skills will have to adapt to new tasks. We may actually be able to finally become the people champions, we've claimed to be for a decade now.

AI Apply - An interactive interview buddy for candidates

I think this kind of tool is what Joachim Diercks means, when he talks so vividly about the potential for an "AI rat race" in recruitment. The AI Apply interview buddy helps candidates create the perfect answers to recruiter questions. There are social media short-videos of this tool listening in during the job interview on a candidate's cell phone. While questions were asked by the interview team, the tool formulated the perfect answers and the candidate only had to read them.

The same tool can be used by recruiters or hiring managers to generate cool questions based on a person's resume, by the way. So, in the near future hiring machines will talk to application machines, while the people drink coffee of fold laundry.

While I do not look forward to this scenario, HR professionals need to prepare for these tools. It is very likely that today's processes will not be sufficient for a AI-augmented (near) future. How are you tackling this change? Are you even aware?

Devin by Cognition AI - The first AI software engineer

A tool called Devin is crazy. It's something that blew my mind, when I first read about it. It aims at completely replacing software engineers at their major tasks, so that they can spend more time on truly human tasks like creative innovation and finding new solutions to hard math problem solving in cooperation.

It is an example for another type of tools, which will hugely impact the HR profession. Not because it can code and HR so desperately wants to code. But because it massively changes the job of software engineers. And we are supposed to recruit, train, develop, compensate, motivate, and retain software engineers. Are you prepared to change your entire HR approach to adapt for the future setup of jobs? I am not. But, I have started to read and think about it. You may want to follow me.

Liked this piece? Keep on separating fiction from facts with my German newsletter: HRDL News or my English Newsletter: Humanly Analytic.

Over 5000 people already follow these newsletters, and that humbles me. Thank you for your support.

This article reflects my personal views only and is not necessarily the view of the companies I am associated with.