HR professionals are looking into how AI tools like ChatGPT or Google’s Gemini can make compensation related processes more efficient, like 𝗷𝗼𝗯 𝗮𝗻𝗮𝗹𝘆𝘀𝗶𝘀 and 𝗽𝗮𝘆 𝗲𝗾𝘂𝗶𝘁𝘆 efforts. 

However, what should companies 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿 before using it?

Job analysis is typically conducted by HR to assess the relative value of jobs in order to establish pay ranges for them. 𝗖𝗼𝗺𝗺𝗼𝗻 𝗺𝗲𝘁𝗵𝗼𝗱𝗼𝗹𝗼𝗴𝗶𝗲𝘀 used to do job analysis have 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 (e.g., potential bias, time consuming processes). 

AI can help reduce and even eliminate many of these obstacles, but there's a lot to consider before using it.

Below is a 𝗰𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁 of what to consider before using AI:

1. 𝗗𝗮𝘁𝗮 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 & 𝗣𝗿𝗶𝘃𝗮𝗰𝘆 - i.e., Does your organization utilize ChatGPT Enterprise for enhanced security and privacy?
   
   Without enterprise access, some employees may resort to using personal AI tools for work, this can compromise data security and introduce unwanted bias. 
2. 𝗗𝗮𝘁𝗮 𝗣𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗼𝗻 & 𝗔𝗰𝗰𝗲𝘀𝘀
   
   Suppose you do have the enterprise version of AI; Can you ensure that employees cannot access sensitive information via keyword searches?
3. 𝗥𝗲𝘃𝗶𝗲𝘄 𝗗𝗮𝘁𝗮 𝗔𝗰𝗰𝗲𝘀𝘀 𝗣𝗿𝗼𝘁𝗼𝗰𝗼𝗹𝘀
   
   Ensure proper controls are in place before using AI.

𝗦𝘁𝗲𝗽𝘀 𝘁𝗼 𝘂𝘀𝗶𝗻𝗴 𝗔𝗜 𝗶𝗻 𝗷𝗼𝗯 𝗮𝗻𝗮𝗹𝘆𝘀𝗲𝘀:

1. Establish a 𝗺𝗲𝘁𝗵𝗼𝗱𝗼𝗹𝗼𝗴𝘆 that is able to apply to/cover various functional areas and is gender neutral. For example, establish a job level structure that is scalable for all segments in your organization. Need help with establishing a leveling structure? Download our guide here.
2. Gather any 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀, titles for the roles you want to analyze, and document the evaluation criteria and process. 
3. Develop thoughtful 𝗽𝗿𝗼𝗺𝗽𝘁𝘀 for ChatGPT to 𝗹𝗲𝘃𝗲𝗹 𝘁𝗵𝗲 𝗷𝗼𝗯. Include the job level structure and job description within the prompt.
   
   𝙴̲𝚡̲𝚊̲𝚖̲𝚙̲𝚕̲𝚎̲ ̲𝙿̲𝚛̲𝚘̲𝚖̲𝚙̲𝚝̲: "For the purpose of job analysis for an HR manager, based on the provided job description and job level structure, analyze the responsibilities, skills, and qualifications required for this role. Consider the job level of related roles including the role this position would report to, as well as any roles it will manage. Determine the appropriate 𝗷𝗼𝗯 𝗹𝗲𝘃𝗲𝗹 for this role, and provide a rationale that justifies it, referencing 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝗯𝗹𝗲 𝗳𝗮𝗰𝘁𝗼𝗿𝘀 such as, organizational impact, scope of responsibility, skills or abilities required, level of expertise and knowledge required, span of control, complexity of tasks, types of interactions with others, and years of experience required. Here is the job description: [include the description here]. Here is the job level structure: [include the job level structure here]. Think all of this through before developing your answer.”
   
   𝗜𝘁𝗲𝗿𝗮𝘁𝗲 𝗼𝗻 𝘁𝗵𝗲 𝗽𝗿𝗼𝗺𝗽𝘁 above after running it through an AI application like ChatGPT to 𝗳𝗶𝗻𝗲-𝘁𝘂𝗻𝗲 it more and ensure it delivers the most useful response.
4. Have the HR professional and/or manager 𝘃𝗮𝗹𝗶𝗱𝗮𝘁𝗲 𝗔𝗜'𝘀 𝗼𝘂𝘁𝗽𝘂𝘁 to ensure the job level is accurate and aligns with business needs.
   
   𝙿̲𝚛̲𝚘̲ ̲𝚝̲𝚒̲𝚙̲: Have a 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗲𝘅𝗽𝗲𝗿𝘁 review and assess the results to more fully trust the prompt to use going forward.

At Kamsa we have reliable and proprietary machine learning solution that allows companies to reliability and quickly 𝗺𝗮𝗿𝗸𝗲𝘁 𝗽𝗿𝗶𝗰𝗲 and 𝗷𝗼𝗯 𝗹𝗲𝘃𝗲𝗹 across your organization.

But, if you use AI to assist with job leveling or ensuring compliance with pay equity initiatives like the EU Pay Transparency Directive, it’s imperative that you take the right measures to protect your organization's data.