When it comes to assessing candidate skills, different companies are starting to look beyond mastery of spreadsheets and toward generative AI. According to a new Resume Builder survey, 9 in ten hiring companies want workers with “ChatGPT experience.”

Stacie Haller, Resume Builder’s chief career advisor, told HR Brew that the survey reflects an evolution of modern skills. Given the generative AI tool’s virality and some companies’ open embrace of it, Haller surmised that mastery of ChatGPT will soon be a skill that’s subject to credentials. “There’ll be some sort of certification that everybody accepts, just like if you take a job where you need to have Excel, people could give you an Excel test,” she said.

Currently, however, ChatGPT experience means different things for different hiring companies, Haller explained. Among the companies surveyed, there was a motivation to have “people in their organization who know how to use the system, across the board, in all these different departments to create more productivity,” she said.

The breakdown. The survey queried 1,000 people who identified as C-suite executives (president/CEO/chairperson), owners, or partners of various organizations. Among the respondents, 91% said they’re seeking candidates with ChatGPT experience. Demand for ChatGPT skills was spread throughout several business areas, encompassing 58% of respondents in software engineering, 33% in customer service, 32% in HR, 31% in marketing, 28% in data entry, and 23% in sales and finance respectively.

Generative AI tools can be used for a multitude of tasks: Candidates consult it to refine their résumés; it can also spit out code on demand.

Keep reading.—SB

Remember quiet quitting? It was the trending workplace topic in 2022, but how many of you can explain what’s actually behind it? Spoiler alert: This guide’s got the scoop.

Let’s back up a little. First, quiet quitting isn’t actually quitting. And it’s not a sudden, unexplainable wave of poor employee performance. Instead, quiet quitting occurs when employees feel underpaid, overworked, and unappreciated.

That’s where Paycom’s new guide comes in. HR can’t cut quiet quitting completely, but it can create a more supportive, rewarding environment that asks employees what they need.

This guide covers everything you need to know about fostering a healthy workplace. And with Paycom’s easy-to-use app, employees access their data and communicate with HR in one place.

Ready to break the silence? Get the guide.

Dean Carter started as chief people officer of Guild Education, an education benefits and workforce services provider, in mid-December 2022. In the months since, he’s been a very busy guy.

In an interview with HR Brew, Carter discussed his first 90 days—his onboarding process, how he restructured his department, and what the future holds for HR professionals in today’s fast-changing world.

How was your onboarding at Guild?

Really solid onboarding, I feel like I actually got onboarded twice. I had a formal onboarding at the executive level, but I really wanted to go through the onboarding process that every single employee goes through, so I went through it again, just to understand what it’s like…[Guild has] a complex business model, so I think that having that was super helpful.

[When onboarding for the CHRO role] the first thing I did was understand the expectations of the job, and it’s really two parts. One is leading the people team, and the other 50% of my job is actually just being out and being an evangelist for Guild and for the profession.

And you made a title change as well?

The role that I’m doing is so tied to the purpose of the company that they’re really inseparable. This is how we got to “chief people and purpose officer.”

We came out of [Covid-19] and the role of the chief people officer changed dramatically. People’s expectations from companies and from the head of HR changed. The number one thing that people talk about now is they want to work for purpose-driven companies.

Keep reading.—AK

Landing an internship was hard enough back in the days when tasks like conducting research and creating slide decks required a human brain. Now, artificial intelligence can—and sometimes does—handle it.

At least that’s the case at Codeword, a tech marketing agency that announced two AI “interns” as part of its winter 2023 internship class in January. The interns, named Aiko and Aiden, have since worked on all-hands decks, web copy, graphics, branding research, and the agency’s quarterly zine, according to Kyle Monson, a founding partner at Codeword.

A few months into Aiko and Aiden’s time at Codeword, Monson said the AI teammates are exceeding expectations and may even advance at the agency. Not to worry, though: There’s plenty they don’t do yet, including client-facing work.

“The most important thing to me is that we’re using humans to do human work and we’re using robots for what robots are best at,” Monson told Marketing Brew. “We’re not using humans to do what robots are good at or using robots to do what humans are good at, because that doesn’t make sense.”

In November 2022, one of Codeword’s design leads approached agency leadership with a proposition: That the agency never use generative creative tools.

At first, Monson was all for it and committed to only “organic, human-made marketing,” he said. About a week later, he made a complete 180.

Keep reading at Marketing Brew.—AM

Today’s top HR reads.

Stat: 26% of Gen Z workers say they’re more productive between 6pm and 3am. (Adobe)

Quote: “This is not about workplace productivity. It’s about masculinity.”—Joan Williams, director of the Center for WorkLife Law, positing why male CEOs like Elon Musk are fixated on having workers in the office (Insider)

Read: Friends are hosting coworking sessions in their homes. (BBC Worklife)

Quit the confusion: Quiet quitting isn’t actually quitting. It’s a symptom of burnout. Paycom outlines the truths behind the trend in this insightful guide. And it offers tips to meet—not ignore—this challenge.*

^{*This is sponsored advertising content.}