I've been using "lite" AI tools for years in Talent Acquisition and Recruiting Optimization to support my clients out in the field. Lately, I've been researching ChatGPT (and AI in general) to better understand the potential impacts on my clients' ability to do work all across the talent landscape.
The other day, I came across Copy.ai and signed up for a free account and used it to build a story. (It's a free content option inside the Copy.ai dashboard). Within only a few minutes, I was 500+ words into a draft version. Four things occurred to me:
The visual I now hold in my brain for content creation is no longer me writing on a laptop. From here on out, it's more like Tom Cruise in Minority Report swiping away at one piece of content and pulling into view other pieces of content. If Copy.ai had audio commands, and if I had access to a tap/swipe screen, this experience might actually be close to what Cruise was doing.
Within minutes, you can use it to:
There are so many more ways to use this. And this is only the beginning. Scary and cool at the same time.
Try Copy.ai for yourself. https://www.copy.ai/
Below is the copy that Copy.ai created for me...
Ellen, the owner of a professional services firm, sat at her desk in the middle of the chaos. She was surrounded by piles of paper that had been strewn everywhere when she had tried to open up her laptop earlier. The power had gone out in her office building and she couldn't get it back on. The employees were supposed to be working from home but there were too many problems with the internet for them all to be working remotely at once.
The company had 150 amazing employees but lost almost one third due to the recent pandemic. Now Ellen wanted to grow the business but realized there was no talent strategy, no compelling brand to attract people to want to work at their organization, and even worse—the team was starting to struggle as they tried to hire new people into roles where they could grow alongside the company's growth trajectory. Ellen needed someone like Amelia who could lead this charge without being overwhelmed by all of the responsibility that came with it. But how would they find someone like her? They didn't even know where to start!
A close friend mentioned TalentSum, the talent acquisition services provider that makes it easy for talent leaders and CEOs to lead the shift to modern talent acquisition. They are experts at helping companies solve hard problems across the talent acquisition landscape, and they can do it with a fraction of the effort that most organizations put into recruiting. Ellen decided to reach out to Chris at TalentSum and ask him for help with this problem.
Chris and Ellen jumped into a call and talked about the challenges she was facing, and Chris asked her what she wanted to accomplish. Ellen told him that she wanted to improve the quality of candidates coming into the organization, but she also wanted to make sure that they were hiring people who would be committed to staying long-term. She also said that she wanted TalentSum to help them improve their talent attraction program and build a pipeline of qualified candidates so they weren’t scrambling at the last minute each month trying to find someone who could fill an open position.
TalentSum took all of this information and offered a proposal that would put Ellen on a path to achieve what she wanted. They started by providing a complete audit of the organization’s talent attraction program. They looked at everything from their website to social media presence, and they found some places where they could make improvements.
Ellen was happy when TalentSum pointed out that they were missing a lot of information on their website, including things like testimonials from former candidates who had been hired and how many years people stayed with the company after being hired by TalentSum. Next, TalentSum compiled a list of all the jobs that were available in Ellen’s organization. They then made sure that each position had an accurate job description and created a plan for how Ellen could attract candidates who were qualified for these roles. Once they knew what skills, experience, and qualifications were needed for each job, they created an “ideal candidate profile” using this information.