Recruiters warn against the use of AI to write job offers because it has been trained on “shitty” descriptions

What is the problem with the automation of this part of the often long and difficult hiring process, especially for highly specialized computer roles? Although the use of AI can be a time saving, according to many in the world of recruitment, it also deprives the company of the ability to think deeply about what a job needs, as well as the opportunity to connect in a more human way with the candidates.

Paul Debetignigies, the founder of Launch Wering as well as the founder and strategist of Minnesota Headhunter LLC, said that he did not have much confidence in the use of AI for the development of work descriptions.

“If we want to automate everything, then hire, find a job and recruitment will become even more transactional than it has already been,” said Debettignies. “We all say that we don’t like that, so we will do more?”

Debettignies added that recruitment has always relied on technological tools. Many years ago, a recruiter short of time could have used the cup and the sharpness to erase a description of the position of other descriptions of position found online, such as Craigslist. AI could only worsen this trend.

“For years, post descriptions have always been sucked in, and now that we use AI, AI has been formed on shitty descriptions,” said Debettignies.

Launch defect. The creation of a good work description is based on insightful questions. Managers must express who they may need to hire and why. According to the author of the recruitment, the host and the speaker Katrina Collier, “most of them are mistaken”.

Fortune reported last year that 66% of managers are “accidental”; Collier said accident managers had not been trained in the management of a team, even less to replace the role of someone.

“Unfortunately, managers just want the recruitment to disappear, it is their least favorite task,” said necklace. “When you have large tongue models, Openai, anything, they can simply type … No matter, and upwards, a work description and they will roll with that.”

Necklace said that the description generated by AI is often not specific to a company and a team. Instead, she encourages recruiters to have an internal conversation to resolve it.

If a company chooses to rely on the description of the AI, Debettignies can ask the model why someone might not want to apply for the role. He often gets the same three answers: there are too many chips, there is no information on the reasons why someone would like to work in a company, or there is not enough information on salary or benefits.

“My advice is not to automate this entirely,” said Debettignies. “I appreciate speed and I appreciate efficiency. I hope this will bring us … where we are now able to do human things more and better and deeper than we have been. ”

In a way a kind of spackle. For some, like Steve Visconti, CEO of the Cybersecurity Company XIID, AI is a tool that could be used to help fill the gaps in post descriptions.

Visconti said he thought that AI is a good tool to get help for job offers, “because you don’t want to neglect something that should have been obvious.”

“I would write the work description – which I do, moreover, I do this – then I generate a version of AI,” said Visconti. “Then, I try to merge the two and see how I can improve it. So, in a sense, AI has not saved me a lot of time, that did it better in this specific case. I think it is an excellent tool, very precious.”

Visconti indicated how AI could help fill the skills required for a vital computer position, including the native of the Cloud, Kubernetes, Openshift, etc.

Necklace has agreed that the tool could be useful if “you really know who you need to hire” and the AI ​​is used to help expand a description.

“It can be incredible if you have done all the research, but often it’s just a case, I need a quick victory,” said necklace. “They are just going to ask, then (Ai Est) drawing all the ill -written work descriptions that exist in the world and say:” Yeah, here is a big one. “”

This report was initially published by He brews.

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