The Hong Kong Institute of Human Resource Management

Smarter Talent Acquisition with AI Tools

Date: 2025-07-30
Time: 9:30 am - 5:00 pm
Pricing: Member: $2,000 Non-member: $2,800

Language: Cantonese

Venue: HKIHRM, Units 1810-15, 18/F, Millennium City 2, 378 Kwun Tong Road, Kwun Tong, Kowloon, Hong Kong (3-minute walk from Ngau Tau Kok MTR station exit A)

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**Participants MUST bring their own laptops to the class**

This training program equips HR professionals with practical AI skills to transform daily workflows and talent acquisition projects. Through hands-on exercises, case studies, and ethical discussions, participants will learn to harness AI for efficiency, fairness, and innovation. Whether automating routine tasks or designing bias-free assessments, this course blends technical know-how with strategic insights tailored to Hong Kong’s regulatory landscape. AI-literacy of all levels are welcome to this workshop. Join us to future-proof your HR practice with AI!

What to expect:

No fluff, all tactics: Hands-on practice and prompting tutorials with ChatGPT, Canva AI, Zapier, GPTZero with techniques such as zero-shot, few-shot, and chain-of-thought methods
Real-world case studies: L’Oréal’s AI-led recruitment or IBM’s AI in HR
Hong Kong-Centric: Latest local AI governance framework (HK PDPO, DPP, etc.) with global best practices
Learn the highest anti-cheating standard: Case study from HKU admission assessments
Fulfil DEI objectives: Balance efficiency and biases with AI-powered decision making

After this programme, participant will be able to:

Integrate AI into daily workflows – automate screening, onboarding, employee engagement and policy drafting.
Design AI-driven assessments (psychometric tests, video analysis, job simulations)
Detect and combat AI-generated cheating in applications and interviews.
Craft precision prompts to slash time on JD drafting, employer branding, and analytics
Build a governance framework to audit AI for bias and align with HK regulations

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Part 1: AI’s Significance on HR Workflow

Overview of AI and generative AI in HR settings
Highlight specific HR areas AI can transform—recruitment, onboarding, routine admin, employee engagement, and analytics
Benefits of AI: Emphasize speed, cost savings, and consistency in decision-making (e.g., automated screening, 24/7 chatbot support).
Real-World Case Studies: Provide examples (e.g., Unilever’s AI-led recruitment or IBM’s AI in HR) to illustrate measurable outcomes.
Common Fears & Misconceptions: Address concerns about AI “replacing” HR jobs and clarify that AI is most effective as an augmentation tool.
Future Outlook: Briefly introduce emerging trends (predictive analytics for workforce planning, generative AI in HR communications).

Part 2: Effective Use of AI, GPT and other tools

Definition and Importance of Prompt Engineering: Explain how well-crafted instructions drive better AI outputs (e.g., structured prompts vs. vague queries).
Types of Prompting: Introduce zero-shot, few-shot, and chain-of-thought methods (e.g., “Draft a Sales Manager JD” vs. providing multiple examples).
Iterative Refinement: Encourage follow-up prompts to correct or improve initial AI responses
Common Pitfalls: Address AI “hallucinations” and overly generic answers

Part 3: AI in Talent Sourcing

Employer Branding: Use generative AI to produce consistent social media content and blog posts (e.g., Canva AI for branded recruitment graphics). Overview of available tools (e.g., ChatGPT, Gemini, Copy.ai, etc.)
Hands-on: Participants create job posts and JD drafts using AI
Introduction to AI-assisted candidate screening and assessment design
Practice session: Using AI to review CVs and design simple assessment rubrics
Defining Ideal Profiles: Employ AI-driven data analysis to pinpoint required skills and traits (e.g., scanning top performers for success patterns).
Automated Outreach: Generate personalized candidate messages at scale (e.g., email templates referencing candidate’s portfolio).

Part 4: AI in Talent Assessment

Intelligent Screening: Integrate AI for resume parsing and ranking, reducing manual workload (e.g., ATS with semantic search).Overview of tools for slide decks and video creation (e.g., PlusAI, HeyGen, D-ID)
Custom Assessments: Use AI to create relevant tests (technical, psychometric) for deeper insights (e.g., game-based aptitude tests like job simulations).
Video Interviews: Evaluate asynchronous interviews with AI-driven scorings
Hands-on: Try out video interview tool for AI Analytics and Job Simulations

Part 5: AI and Candidate Cheating

AI-Generated Applications: Warn about overly polished CVs or cover letters from tools like ChatGPT (e.g., suspiciously consistent phrasing).Demonstration: Building an internal HR chatbot to handle common queries
Red Flags: Spot inconsistencies between live interviews and application materials (e.g., claims of advanced coding knowledge but poor real-time performance).
Detection Tools: Explore GPTZero or other AI detectors to screen for automated writing (e.g., scanning essays, work samples).
Proctored Testing: Implement browser lockdown or live supervision for high-stakes assessments (e.g., auto-flagging unusual behavior).
Demonstration: See how HKU is using AI to combat cheating in 2025 & 2026 Undergraduate Admission

Part 6: Responsible Use of AI in HR

Ethical Principles: Emphasize privacy, transparency, and explainability in AI-driven processes (e.g., notifying candidates about AI screening).The importance of human judgement in AI-supported processes
Bias & Fairness: Audit algorithms to spot disparate impact on protected groups (e.g., 80% rule checks for hiring).
Governance Framework: Encourage cross-functional oversight committees and internal policies (e.g., set up AI usage guidelines in employee handbook).
Hong Kong Government’s Latest Guidance and Policies on AI Usage (e.g. DPO, DPP, etc)

Part 7: HR Automation and Specific Industry Use Cases (e.g. HR in Retail)

Chatbots for Routine Queries: Automate FAQs around benefits, leave, and onboarding (e.g., 24/7 self-service for new hires).
No-Code Tools: Show how platforms like Zapier enable HR to build bots and workflows without technical expertise (e.g., auto-sending welcome emails).
Document Generation: Draft HR policies or letters using AI templates (e.g., automated offer letters, consistent tone).

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