After the successful conclusion of the "closed-door executive meeting" in Beijing on April 20, we ushered in a wonderful discussion in Shanghai on April 23.
On April 23, 2023, the "HR executive closed-door meeting" jointly organized by the AI Dexian recruiter and Ouyang Zelin, a content person in the field of general recruitment and job hunting, was successfully concluded in Shanghai. This symposium focuses on the future progress of HR, and focuses on the "can" and "cannot" of ChatGPT in the field of human resources.
Topic 1: Ouyang Zelin, a well-known content creator in the field of recruitment and job hunting , brought you a theme sharing about "technical art and recruitment in simple terms".
Ouyang Zelin conducted an in-depth analysis on the two dimensions of "technology" and "art" in recruitment. With the three theories of "Taoism and magic tools" as the core, he aims to help the human resources department of the enterprise to improve the recruitment efficiency.
Daoshu Artifact 1: By using the technique of batch opening of browser favorites, combined with the high-potential candidate function of Maimai platform, we can leave access records for users, thereby improving the efficiency and accuracy of recruitment.
Daoshu magic weapon 2: Use the group announcement recruitment page of the high imitation red head file to attract more job seekers' attention. At the same time, by looking at the time spent by job seekers in the group on the recruitment page, we can further analyze their interests and needs, so as to recruit more targetedly.
Daoshu Artifact 3: By changing the WeChat ID and incorporating professional identity attributes to increase personal identification in the recruitment market. At the same time, keep the WeChat avatar unchanged for a long time, forming a brand LOGO effect, and further enhancing the popularity in the recruitment field.
Ouyang Zelin emphasized that facing the future, an excellent recruiter must be someone who is good at using various tools and responding flexibly to changes. Enterprise leaders should have a positive awareness and desire for change, and bravely meet various challenges. The embodiment of leadership lies in the ability to provide clear direction and strong support for the digital transformation of enterprises.
In the recruitment process for digital talents, employers should focus on cultivating and attracting talents with strong professional skills and innovative spirit. To this end, enterprises can formulate corresponding training plans and provide good development space to motivate and retain these valuable human resources.
Topic 2: Fang Xiaolei, the CEO of the AI Dexian Recruiter, showed the practical application of the "Talent DNA Competency Dictionary Text Semantic Recognition Algorithm Single Question Scoring Verifier" on the spot. This experience session gave the guests a deep understanding of the cutting-edge technology adopted by the verifier and its powerful capabilities in text semantic recognition and single-question scoring.
In the "Talent DNA Competency Dictionary Chapter Semantic Recognition Algorithm Single Question Scoring Verifier" provided by AI Dexian Recruiter, the customer only needs to input a piece of text, and the verifier will give the score within 1 second, and the accuracy of the score Up to 98%.
AI Dexian Recruiter is a talent management system based on AIGC and virtual human technology, and it is also an intelligent solution integrating recruitment, training and evaluation. The AI Dexian recruiter has a self-developed AI multi-modal large-scale model core, which can replace human interviewers to make accurate judgments based on video interviews and determine candidates' core values, potential leadership, general competencies and professional competencies. match.
Relying on AIGC large-scale model and AI-specific large-scale model Jinyu Ultrain, the AI Dexian recruiter has effectively solved the problems of unified interview standards and insufficient productivity in large-scale recruitment. Its innovative AI holographic resume comprehensively evaluates candidates from multiple dimensions, covering resume information, video answering questions, AI video interview scores, online written test, cognitive ability, professional personality, mental health, code test, etc., thereby greatly improving selection efficiency and precision.
Can ChatGPT replace L5-level AI video interviews for final hiring decisions?
In fact, there are differences in the application scenarios of the two. As a general-purpose AI, ChatGPT can be widely used in more than 100 tasks, such as machine translation, customer service, intelligent question answering, etc.; while L5-level AI video interviews are mainly aimed at the field of human resources recruitment, through AI interviews to evaluate candidates' knowledge, skills, Job competency and potential, etc.
From a technical point of view, ChatGPT is mainly based on multimodal algorithms of natural language processing and image recognition, while L5-level AI video interviews are based on more extensive multimodal algorithms such as natural language processing, image recognition, and speech recognition. In the interview environment, multi-modal algorithms can analyze information in multiple dimensions such as speech, facial expressions, and voices of candidates, so as to better accurately assess candidates' abilities and potentials, and to ask, question, Multiple rounds of dialogue etc. After expert evaluation, it is a pity that ChatGPT cannot complete most of the professional tasks of job interviews.
Topic 3: Dr. Chen Kai, Director of the AI Laboratory of AI Dexian Recruiter, gave an in-depth interpretation of the three modules of ChatGPT's capabilities and boundaries, the source of ChatGPT capabilities, and how to embrace the new era of general dialogue capabilities.
Dr. Chen Kai pointed out that ChatGPT, as a technology based on neural network language model, its main feature is to simulate human dialogue ability. By learning a large amount of language data, it can generate realistic human dialogue texts to deal with various common dialogue scenarios. However, although ChatGPT has demonstrated strong capabilities in many aspects, it still has certain limitations and constraints. First, when dealing with complex dialogue scenarios, its understanding of context and context is still insufficient, which may lead to inaccurate answers or misjudgments. Second, ChatGPT cannot completely replace human communication, because its answers are only based on learned data, lacking real creativity and innovation. Therefore, we need to think step by step how to maximize the strengths of ChatGPT.
Witnessed by the two events in Beijing and Shanghai, we felt the endless enthusiasm of the elites in the field of human resources and their determination to shoulder the mission bravely. In these two events, everyone demonstrated their unique insights and deep understanding of innovation, sharing and breakthroughs. This power inspires us to challenge the boundaries of the human resources industry, to try and accept more forward-looking technologies and tools.
Today, the AI Dexian recruiter has launched ChatGPT, providing free AI assistant Molly for enterprises! Welcome everyone to scan the QR code to apply.