The Cautionary Tale of Relying Too Heavily on AI to Do Your Job For You
In November 2023, World at Work published an article explaining how you can use Artificial Intelligence (aka AI) to write job descriptions. Yes, creating job descriptions is a time-consuming process, and not many compensation professionals love to write them as much as I do. However, I would feel remiss if I didn’t take this opportunity to highlight the pitfalls that need to be avoided when entrusting AI with this task.
While the increasing integration of AI into various HR functions, including job description writing, appears promising, a cautious approach is essential. We are all on this optimistic hype train about how AI is streamlining business processes, but this needs to be tempered by a consideration of potential drawbacks, litigation landmines, and ethical considerations. At the very least, we need to be cognizant of not only the pros of AI but fully aware of the cons of using AI indiscriminately.
Loss of Human Touch
Utilizing AI-assisted job descriptions risks the erosion of human common sense and professional expertise. Job descriptions, when solely generated by AI, lack the personalization and cultural nuances that people bring to the table. They become bland without the flair that only a skilled professional can provide.
You don’t want your job descriptions to sound like a monotone robot. They should not just be copies of templates but should include vital language to align with the company culture and work environment.
AI must have a human translator to validate that it is not describing a Help Desk Technician when the job is really a Customer Support Technician.
Biases and Discrimination
Reliance on AI without careful oversight could perpetuate biases and discriminatory practices. AI can only repeat and repackage prior information. This is exactly how to stop evolution and progress. If not monitored and tested rigorously, AI algorithms might unknowingly incorporate biases that could leave a company open to litigation or cancel culture. Information from AI must be reviewed by a compensation professional to check for hidden biases and for regulatory compliance.
Ethical Considerations and Legislation
There is potential for AI to inadvertently cross ethical boundaries which highlights the need for ongoing scrutiny. Employers must maintain up-to-date knowledge of evolving laws and regulations to ensure compliance with ethical standards and legal requirements. Regular monitoring and testing of AI tools should be part of the standard operating procedure.
Limited Contextual Understanding
AI, despite its continuing advancements, may struggle with grasping the nuanced context of job requirements and company culture. Overreliance on AI-generated content without human intervention may result in inaccuracies. Human oversight is crucial and job descriptions created by AI must be reviewed by knowledgeable compensation professionals to ensure accuracy and alignment with the company's values and goals.
What To Do About It
While AI holds great potential in enhancing the job description process, it should be embraced carefully, with an understanding of its limitations and potential pitfalls. The future of AI in HR lies not just in its capabilities but in how responsibly and ethically it is integrated into existing practices.
The human element remains irreplaceable in ensuring that job descriptions can be utilized not only to attract suitable candidates and ensure employees understand performance expectations, but also reflect the values and culture of the hiring organization.
For more information, please see the article below:
Why I Can Write Job Descriptions Better Than AI — FutureSense
Tricia is a Compensation Consultant at FutureSense, LLC. Her interests include data, data, and more data. She has been working in HR and Total Rewards for over 20 years. One of her favorite things is tackling brand-new challenges. She is also unique in being one of the few professionals who truly loves to review and write job descriptions.
Tricia lives in the Midwest now but spent most of her formative years in the Los Angeles area and will always consider herself a California girl. She has a degree in Human Resources Management and a variety of certifications in Human Resources and Compensation. She has worked in a variety of industries including technology, insurance, retail, social services, healthcare, and non-profit.
Tricia lives with her husband, daughter, and 2 dogs: Butterbean, and Simon Pendergast. She loves to spend time with her family, hang out on the lake, save animals, read, do puzzles, and cook.