It’s no secret that artificial intelligence is changing the game in staffing and recruiting, just like it is in many other industries. AI has long played a crucial role in areas like candidate sourcing, résumé parsing and automated communications, among others. But recent advancements in large-language models (LLMs) and generative AI tools, such as OpenAI’s ChatGPT, have expanded the possibilities for staffing professionals and recruiters, particularly in content creation.

The point of AI is not to take over for human writers. In fact, that’s a bad idea — people want to read things that came from a human, not a robot. However, AI can be very useful for ideation, research, accelerating first draft creation and more — provided you use it responsibly and ethically.

Tips for Using AI Responsibly

When you create content with AI, you’re accountable for it, just like you would be with 100% human-generated content. Whether you’re using AI to craft job descriptions, write a blog post or outline a thought-leadership piece, you’re responsible for:

Originality. AI relies on the information you provide it as well as its pre-programmed knowledge. While it won’t intentionally plagiarize content, it’s wise to check for plagiarism whenever you employ AI in content creation. Be vigilant, as plagiarism can extend beyond word-for-word copying to encompass replicated ideas or themes. You don’t want to inadvertently plagiarize something from another recruiter or a competing firm.

Relevance. Verify that the content generated by AI is both relevant and timely. Keep in mind that AI models may not be aware of events or developments beyond their last update. (Until recently, ChatGPT was only programmed with knowledge up to September of 2021.) It’s crucial to double-check and ensure that the content is current. Remember that, as an expert in staffing and recruiting, you know best — AI doesn’t have the in-depth and specific knowledge of your industry that you possess.


Accuracy. Always fact-check the statistics, quotes and data mentioned in AI-generated content to maintain high levels of accuracy. In a job posting, for example, be sure to review AI-generated content to make sure it matches what the job actually entails. AI can provide information, but human verification is necessary to guarantee precision. LLMs can “hallucinate” — these models can produce convincing content that is false, are subject to bias and can even be manipulated to enable unethical or criminal activity.

Quality. Take the time to review and refine AI-generated content for quality. Eliminate errors and redundancies (“In the world of…” “In conclusion…”) that often creep into AI-generated text. Readers stay more engaged with content that is well-written, coherent and free from formulaic patterns.

Removal of bias. AI models are built and trained by humans , and humans can be subject to bias that can inadvertently seep into content. Conduct a thorough review of the AI-generated text to identify and eliminate any instances of bias, such as stereotypes, assumptions or language that may favor one group over another. This is especially important when creating job postings, since bias can unintentionally seep into language and skew your candidate pool.

Confidentiality. Maintain a strict rule against feeding AI proprietary or confidential information that is not publicly available, safeguarding sensitive data related to your company or clients. This applies to any and all content you might use AI to create, from job descriptions to blog posts and company marketing materials.

Used responsibly, artificial intelligence can be a powerful tool for staffing and recruiting professionals. Just remember that the ultimate responsibility for the content lies with you, the human user.

To learn more about AI in staffing and recruiting, check out Haley Marketing’s Smart Ideas Summit 3 recordings, where top industry experts discuss the impact of AI on the future of the staffing industry.