This post was originally published on this site
People tend to regard AI with varying degrees of either trepidation or interest – or a combination of both. By this point, most people have some understanding of AI and what it can (or can’t) do. Many of us have dabbled with publicly available Large Language Models (LLM) like ChatGPT to explore ways to streamline our daily tasks or enhance our artistic creativity.
The challenges of implementing AI
One of the main challenges with AI in its current form is determining where and how to implement it. Large Language Models, trained on vast quantities of general data, often produce mixed results. Like a well-intentioned but inexperienced intern, they’re helpful for some tasks but less appropriate for others. For many recruiters and software vendors serving the recruitment industry, AI is still a tool seeking a clearly defined purpose.
AI has become a byword for “innovation,” and consequently both vendors and buyers feel they need it in order to stay in the game. This has led to a lot of big claims and accordingly big disappointment in the tech industry. So the important question is: what does the AI do for users? Or, from a recruiter’s perspective, how can AI tools actually
