Brainstorm for AI in Hire
Please provide your ideas in the comments below on ways to incorporate AI into Hire. The more detail the better. Please try to highlight the problem that is being solve with the suggestion .
Comments: 13
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07 Apr, '25
Cindy MoranHighlighted comment
Behavioral fit scores to include factor combinations and interview questions to address FC fit/gap analysis -
03 Apr, '25
Becca VanDerveerAI to help write job ads for the roles by entering the job description and using the behavioral target.
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07 Apr, '25
Tom WeishanAI job ads could function the same way that employee feedback is drafted by AI in the Perform module.
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07 Apr, '25
Bobbi KellyFor clients who have both Hire and Inspire, it would be awesome for AI to propose suggested onboarding plan based on natural behaviors and gaps between the JA and the candidate BA (I envision something that takes the job report and the management strategy guide and uses those tools to come up with a customized onboarding plan). For example, for someone who has lower patience than the JA suggest is needed, part of the onboarding plan could suggest that they give the new employee hands-on assignments as soon as possible, or someone who has lower extroversion than the JA requires, the onboarding plan could suggest that the new employee have 1:1 conversations with necessary stakeholders rather than large gatherings.
A tool like this will also help clients determine level of investment bringing a candidate onboard. Many clients get distracted by the fit score but what they may have to do to close the gaps is not as monumental as they think it may be. -
10 Apr, '25
Sheena BurtClients on PI2 love the new Job Ad Optimizer. However, we should use AI to give suggestions as to what their verbiage could be instead of just pointing out what doesn't match the Job Target. Clients end up trying to change it and then inadvertently impact another factor that was aligned, but is now misaligned because they changed verbiage.
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15 Apr, '25
silvia pardoA proposal for different titles or naming would be nice (and if it is in differents countries even better). And more generative content regarding skills, abilites, in the same way that O*Net provides. or questions to be asked during the interview with more context than the interview guide.
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28 Apr, '25
Rhonda HollowayWould be lovely for 1:1 relationship guides to go more off the actual pattern data instead of just the Reference Profile. Clients love them but I have heard them comment they get repetitive pretty fast.
Perhaps also add for added context. Are suggestions different if Person 1 reports to Person 2 or vice versa or if they are peers, etc.
or add tips for different scenarios - the tips for a New Hire/Manager 1:1 could be different than for 2 VP's in conflict - so the ability to vary output based on situations -
28 Apr, '25
Rhonda HollowayMore individualized Action Plans on Diagnose results. You have Diagnose results by manager, you should also know the manager's BA and even though the Diagnose team member inputs are confidential you should also have the BA results for the managers Team. What are suggested actions based on the Top Areas of Opportunity in context of the Managers Strengths/Cautions and those of the team.
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30 Apr, '25
Rhonda HollowayThis is more Perform than Hire - if using PI Perform through Zoom or Teams and have the AI Notetaking agent it would be great to have an option to add that AI summary to the 1:1 Meeting or Team Meeting Notes.
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19 May, '25
Tamra BoucherUse AI to generate more helpful interview questions. I have clients tell me they are disappointed with the questions from the interview builder and are using AI to get better questions. As Cindy Moran mentioned in another suggestion, use factor combinations. Let this also feed into the generation of the questions. Currently, the approach is too simplistic. If a person's drive doesn't match the exact intensity of the target but is still on the same side of the midpoint, the question generated may be the same as it is for a person whose drive crosses the midpoint. Maybe have 1 question per factor and 2 questions for each of the 2 widest factor combinations from the job target. Make it really personalized and more impactful.
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20 Aug, '25
Tamra BoucherAnother thought for using AI to enhance tools in Hire - let's make the system "smart enough" to recognize more about a job in order to make the interview questions even more impactful. Add an option to select the industry the client is in, and ensure it is drilled down enough to be useful. Based on industry and the job title, then, the interview questions can become more specialized. This would also be helpful if it crossed over to the coaching guide.
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04 Nov, '25
Mike McCloskeyI have several clients that are taking their basic job descriptions and pasting them into Chat GPT with the Job Model from the PI software. We're asking Chat to combine the two and create one amazing job description, describing the person they're looking for AND blending in job responsibilities. This is what the Job Ad Optimizer should be doing to add value.
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11 Feb
Beth FrielI tried asking the PI Assistant to provide the most important gap between a Candidate (by name) and a Job Target (by name). It asked me to include a description of the Job Target. Shouldn't this be built in? I can put both in Chat GPT and get helpful insight.