The New Talent Landscape: How to Effectively Use AI to Recruit
  • CODE : GREC-0039
  • Duration : 90 Minutes
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Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? 

He is a Senior Consultant with GLOMACS, specializing in human resource programs at the strategic level. He is a senior human resource professional with experience in healthcare, banking, pharmaceuticals, manufacturing and higher education. His academic qualifications include a Bachelor’s degree from The Citadel, an MBA from Rensselaer Polytechnic Institute and a Ph.D. from Madison University.

Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader.  His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives.  His philosophy is simple: management is a skill and you can be a better manager by developing your skills.

He has a Bachelors Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University.  Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute.

He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee.  He is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.

This webinar has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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It would take weeks to gather and analyze the same quantity of data manually that AI processes can accomplish in seconds. In today’s fast-moving business environment, speed is critical for the following reasons:

  • Empowering faster decisions at the right times to generate business opportunities
  • Getting accurate information quickly
  • Facilitating pattern recognition to spot trends
  • Accelerating all company processes
  • Learning from past mistakes and successes

Artificial intelligence comes in narrow and strong levels, but most AI systems can be classified into three categories: voice recognition, bots, and algorithms. There are actually many kinds of artificial intelligence that can range from calculating autoimmune system performance to automating physical systems, but the three major areas that concern HR are voice recognition, robot automation and algorithms.

Voice Recognition

This type of AI can convert text into words and vice versa, search Internet sites, videos, podcasts, and broadcasts for key phrases and subjects and deliver the information automatically to other analytic programs and on-demand in the preferred format of speech or text.

The major search engines employ bots to search the Internet for keyword phrases. The usefulness of bots extends to learning, chatting, asking questions, giving directions, recalculating routes and other useful functions. Car navigation systems typically use these artificial intelligence systems.

AI Algorithms

AI algorithms are step-by-step instructions that guide AI functions. Sophisticated algorithms can be set to automate many HR functions such as gathering business intelligence, disseminating information to the right stakeholders, monitoring key performance benchmarks and tracking outside interests and social media activity of employees and recruitment prospects.

Data collection is critical for HR, and AI software can automate complex tasks such as gathering information from multiple contact points, segregating employees and HR problems into profiles and training teams to use data to the fullest potential. The HR benefits of artificial intelligence are many and varied.

Areas Covered

  • What is Artificial Intelligence?
  • What are the risks of AI?
  • AI tools you can use right now
  • AI tools for the future
  • How to adapt AI in your HRIS
  • Data Driven HR

Who Should Attend

  • Human Resource Managers
  • HR Leaders at all levels
  • Operational managers who have HR responsibilities
  • Senior level Human Resource leaders

Why Should You Attend

Any organization is only as good as its people, and every business big or small, local or global is beginning to appreciate this reality, especially after the recent surge in post-pandemic employee turnovers. 

The trend of employees leaving their jobs, coupled with the digital disruption of the workforce, has forced organizations not equipped with the tools and resources needed to fulfill their HR and recruitment needs to turn to technology for help.

According to Fortune Business Insights, the global human resource technology market is projected to grow from $24.04 billion in 2021 to $35.68 billion in 2028, and companies are likely to prioritize investments in AI to optimize business processes and reduce costs.

How HR adapts to AI  tools and how they will use them is the focus of this webinar.

First and foremost, AI can add immediate value to the HR and recruitment processes by predicting talent needs within a company or a specific department something we do not tend to think of when considering AI.

Once the talent needs have been identified, AI can help source potential candidates through AI-generated custom advertisements that help target the right candidate pools from across the web. Besides adding new levels of efficiency to the search process, AI systems also do a much better job of tracking candidates, unlike traditional manual processes.

AI can also aid in the hiring process through automated application tracking tools and resume scoring and ranking. The technology can also significantly reduce a recruiter's time in reviewing nontechnical aspects of candidates, such as communication skills, through the use of virtual reality-based dialogue systems or virtual recruiters.

In some cases, AI can also aid in the assessment of technical skills with the use of automated systems designed to score certain types of coding exams or simulate real-life work environments to enable hiring candidates remotely.

Topic Background

Filling an open position at a company can be a difficult, time-consuming experience for recruiters. It could take several weeks, or even months, for hiring managers to sort through applications and set up interviews. It is particularly difficult for smaller and mid-size firms.

In a survey by Tidio, a customer-service platform, 67% of human resources professionals said that they see the value in artificial intelligence tools. In fact, HR has already been using AI tools and, while it's clear the hiring process is in a major transition, what does this transition look like and where will we end up.

HR is already using AI tools at various stages of the recruiting process, from reviewing resumes and filtering them through our applicant tracking system or using it to shortlist candidates.

At the same time, HR is dealing with the ethical challenges of using AI tools in the recruiting process, from inherent bias in the system to the risks of eliminating good candidates through a lack of planning.

This webinar will examine some of the tools of AI, how AI works to simplify the recruiting process, and how HR can manage the risks associated with artificial intelligence.

  • $200.00

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