ChatGPT-4o: Lays bare the vulnerabilities in a traditional recruitment process
Am I late to the party? Just as I was getting acquainted with ChatGPT 4.0 I was amazed to discover that a new and even more transformative version of ChatGPT has just been launched, ChatGPT-4o (the ‘o’ stands for Omni meaning All) which will include a free subscription and which will lay bare vulnerabilities in a traditional recruitment process.
Without doubt artificial intelligence continues to push boundaries, and even faster than I realised, transforming our interaction with technology. At the forefront of this revolution is ChatGPT-4o, a state-of-the-art AI model poised to redefine our expectations of machine intelligence. From customer service to healthcare, ChatGPT-4o is set to make a significant impact across various sectors, with talent acquisition being notably affected.
The Key Features of ChatGPT-4o and its Impact on Talent Acquisition
Natural Language Understanding and Generation: ChatGPT-4o excels in understanding nuanced language and generating responses that feel natural and engaging. For example, it can carry out complex conversations, offering insightful and relevant answers that make interactions smoother and more efficient.
In the case of an application form which is a cornerstone of the traditional recruitment process if a candidate provides their CV and an example of their writing style ChatGPT-4o can craft truly authentic answers.
Multimodal Capabilities
ChatGPT-4o goes beyond text, incorporating multimodal capabilities that enable it to process and respond to inputs like images and audio.
In a traditional recruitment setting, a candidate could simply take a photo of a cognitive ability test (verbal reasoning, critical thinking, numerical reasoning) or a situational judgement test or a written case study or presentation and input it into ChatGPT-4o to obtain the answers.
It can also deliver real-time responses, including human-like voice replies, during audio or video-based assessments such as live or one-way interviews. This capability eliminates the usual pauses after questions, making it harder to detect AI use during video interviews. Consequently, both telephone and video interviews conducted remotely are increasingly vulnerable to AI manipulation.
Addressing AI Challenges in Talent Acquisition
In-person assessments are likely to become more crucial, especially in the later stages of the recruitment process.
For early-stage evaluations, it’s essential to implement changes that safeguard the integrity of application forms and telephone interviews. Jamie Betts, Founder & Chief Product Officer at Neurosight, suggested in his recent webinar, “Safeguarding the Integrity of Your Hiring Process Against Unwanted Candidate Use of Generative AI,” that questions be re-worded to require specific personal information. This approach enhances resilience. Additionally, telephone interviews should shift from competency or strengths-based formats to more informal conversations that assess a candidate’s communication skills and ability to build rapport—traits that ChatGPT-4o currently lacks.
In-person assessments at the final stages of the recruitment process will become more important for aligning candidate behaviours and core traits with company values and role requirements.
At Connectr Talent Acquisition we have, of course, embraced AI, where it creates greater efficiencies and adds to the candidate experience, for example interview scheduling and note taking. We adapt our process to the requirements of our clients using psychometric testing where it provides value to the process BUT we have never abandoned or lost our focus on speaking to candidates throughout the process and designing and facilitating face to face end point assessments.
If you would like to talk through your current process to understand where the vulnerabilities might lie and how greater resilience can be created through more face to face assessment please contact me at kate.davis@connectr.com