The drudgery of writing résumés and cover letters could soon be shouldered by machines that handle the scutwork on behalf of candidates. But don’t hyperventilate just yet: The talent acquisition industry hasn’t quite reached singularity. Just the integration of ChatGPT.

ChatGPT is the latest tool from artificial intelligence lab OpenAI. The initials stand for “generative pre-trained transformer,” and it has proven itself a scarily good wordsmith for the un-writerly applicant since its November release. The AI chatbot is able to craft convincing prose based on simple prompts, like, say, “write a cover letter based on this job description for a professional petter of cats.”

ChatGPT isn’t the first AI harnessed for résumé writing, but it stands to be a gamechanger, lauded by the New York Times as the “best artificial intelligence chatbot ever released to the general public.” Reddit threads are abuzz with chatter of its convenience for cutting down on the tedium of job applications.

David Fano, CEO of the career coaching platform Teal HQ, likened ChatGPT to a “calculator” for job applicants who need that extra oomph when applying to gigs. His company is working on incorporating the tool into its slate of offerings, he explained to HR Brew.

Even though the AI could conceivably give candidates something of a cheat code to foil applicant tracking systems, HR pros told us they aren’t worried about ethical dilemmas that might arise from using the assistant to potentially game the system. Myriad concerns hang over the wider discussion of AI and its use in the workplace—but don’t expect the technology to completely supplant human interaction between candidate and employer in the interview process. Keep reading here.—SB

Arianna Huffington has joined the board of Gloat, an internal mobility platform where employees can share their unique skills and managers can tap them for help on projects or as new team members.

In a Thursday statement announcing the news, Huffington spoke of the alignment between the mission of Thrive Global, the company she founded in 2016 to end the stress and burnout epidemic, and that of Gloat.

“I’m passionate about technology that helps people get the most out of their work and lives, and that helps businesses adapt to uncertainty,” Huffington, who serves as Thrive Global’s CEO, told HR Brew via email. “Gloat understands that lifting people up is the best way to bridge business gaps and stay agile amid a rapidly changing market.”

Gloat CEO Ben Reuveni told HR Brew via email that Huffington’s presence will bring a “profound understanding of the human condition to our board—especially as it relates to the outsized role work plays in all our lives.”

“For business leaders, internal mobility is the low-hanging fruit. It’s the biggest, closest opportunity to tap into your company’s potential,” Huffington wrote. “It starts with supporting your people—including knowing when they’re disengaged or at risk of burnout in their current roles.”

Gloat was founded in 2015 by Reuveni, along with CMO Danny Shteinberg and CTO Amichai Schreiber. It has since raised $192 million from investors including Generation Investment Management, Accel, and Eight Roads Ventures at a valuation estimated near $1 billion, and counts Mastercard, Novartis, Schneider Electric, and Unilever among its clients.

A former IBM engineer, Reuveni told TechCrunch that he came up with the idea for the company out of frustration. He wanted new opportunities to develop at work and thought it should be easier to move within a company than to get a new job elsewhere. Keep reading here.—AK

As many companies have embraced fully distributed or hybrid models, some of their leaders have expressed enduring paranoia about their teams’ productivity. Are those working from home diligently plugging away on their tasks, or are they shouting, “Alexa, play Shark Tank!” when their deadlines are looming?

With news of Citi summoning “unproductive” remote workers back to the office for training, we asked HR Brew readers if they have protocols for fostering productivity among their remote teams. The majority of respondents (60%) said no, while 23% answered yes. An additional 17% said they don’t currently have such processes in place, but are considering it. This is in stark contrast to the results of a Gartner survey HR Brew reported on last year, which found that 60% of companies with at least 1,000 employees had adopted some form of technology to monitor remote workers by the end of 2021.

It seems the majority of HR Brew readers are relatively relaxed about the prospect of workers napping or playing online Parcheesi on company time.—SB

Today’s top HR reads.

Stat: The US economy grew by 2.1% in 2022, down from 5.7% in 2021. (the Washington Post)

Quote: “Employers are hovering with their feet above the brake. They’re more cautious. They’re more precise in their hiring...but they’ve not stopped hiring.”—Jonas Prising, CEO of ManpowerGroup, on employers’ current approach to hiring (the Wall Street Journal)

Read: Introducing “rage applying”: The latest buzz term to go viral on TikTok, describing young workers applying for new jobs out of anger. (CNBC)

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