David Jenyns walks through three concrete ways to use AI in HR: building a bot with NotebookLM to handle routine questions, automating recruitment by generating job ads and interview questions, and transcribing interviews to score candidates. He also covers using AI to turn self-reviews into manager prompts and creating role-specific agents for onboarding.
The first step is to create an HR bot. You'll remember I used NotebookLM for that. But you want to train it on your handbook and SOPs shortly. I say shortly. It's in the works to have all of this sort of stuff built into System Hub so that you will be able to engage with your own SOPs and Handbook. But for now, something like Notebook LM is a great way to to share it with your team internally should they have HR questions and avoid hallucinations. We've also got a recruitment process. I've shared that in the past also. It's quite well documented, but we're now, we've gone through the process of generating all of the prompts now so we can create job ads and position descriptions, interview questions, KPIs, and we can do that all in one workflow. So, so we, we define what the role is right at the top. It goes through all the way down, squirts all of this out done for us. So that way for the HR department, bang, ready to go. And then we go through our process and as we're interviewing people, we will transcribe their interviews and then we feed that transcription with the interview into the AI to then have IT rate our applicants. And then that means I can have applicants rated and best candidates floated to the top. And then we only focus on the ones that are going to deliver the best result for us. And we can predefine because it knows our position description, our job ads, it knows the questions and the KPIs. It does a really great job at interpreting. You can even ask it things like, hey, what are some additional questions I might ask this person in the second round interview to make sure that they're the right candidate. We're using it for like performance reviews. We get our team internally at the end of the year, they do like a three like a personal performance review where they review themselves. We can then take that, feed it into ChatGPT and then it helps me to then ask what questions I should be asking in their performance review and where I should look into things. HR is another great department where this works like gangbusters. I talked about creating AI agents for departments. Imagine now going one level deeper and then having AI agents trained for each particular role. So every role in your organization, social media specialist, customer support rep, PPC specialist. Imagine having an agent trained on that particular role with a position description, with all the SOPs related to that task and then a new team member being able to engage with that AI when they're getting started to ask questions. So here's an example. We've created one for our new systems people when they start hey, I'm a Systems Champion. I've just completed the Systems Champion certification with Systemology. Please ask me three questions I should be able to answer to confirm my knowledge. Please don't give me the answers. Ask me the questions and I will give you my response and then you give me your feedback. Now I've just read that out, but you do that in voice. So you teach your new assistants to train agents specific for roles that they can then engage with and ask questions. Go ask the AI agent first before you go to your supervisor. I hope you enjoyed that clip. Just a heads up, it was a snippet taken from the Business Systems Accelerator program, which is the world's first training for systems champions to help you build a systems driven organization. If you'd like to find out more about the program, head over to systemology.com forward/BSA and I'll see you in the next video.
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