Survey Finds U.S. Companies Using Artificial Intelligence (AI) Chatbot ChatGPT for Hiring


Survey Finds U.S. Companies Using Artificial Intelligence (AI) Chatbot ChatGPT for Hiring

A survey of 1,000 U.S. business leaders released in February 2023 found nearly half of the companies surveyed – 49 percent – are using the Artificial Intelligence (AI) chatbot ChatGPT and that a majority of them use it for hiring. “With the emergence of ChatGPT in November 2022, the question of how AI may affect jobs is top of mind for many,” the survey explained.

According to the survey by, 77 percent of respondents said ChatGPT helped them write job descriptions while 66 percent said it helped draft interview questions and 65 percent said it responded to applicants. The AI chatbot has many capabilities, including the ability to answer questions, create content, and write code. Key findings of the survey include:

  • 49 percent of companies currently use ChatGPT
  • 48 percent of companies using ChatGPT say it has replaced workers
  • 93 percent of current users say they plan to expand their use of ChatGPT
  • 90 percent of business leaders say ChatGPT experience is a beneficial skill for job seekers

Most business leaders surveyed were impressed by ChatGPT, with 55 percent saying the quality of work produced was “excellent” while 34 percent said it was “very good.” Additionally, 30 percent of companies surveyed said they plan to start using ChatGPT and 85 percent of them said they will do so within the next six months. To view survey results, click here.

“In talent acquisition, the more mundane tasks like writing job descriptions, interview questions, and following up with candidates are already being replaced by ChatGPT,” Chief Career Advisor Stacie Haller commented about the findings of the survey. “As with all new technologies, companies’ use of ChatGPT will be continuously evolving, and we are only at the onset.”

However, the use of AI in employment decisions has come under scrutiny by the U.S. government. In January 2023, the U.S. Equal Employment Opportunity Commission (EEOC) – which enforces federal laws prohibiting employment discrimination – held a public hearing on “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier.”

“The goals of this hearing were to both educate a broader audience about the civil rights implications of the use of these technologies and to identify the next steps that the Commission can take to prevent and eliminate unlawful bias in employers’ use of these automated technologies,” EEOC Chair Charlotte A. Burrows stated in a press release about the public hearing.

ClearStar is a leading global Human Resources technology company specializing in background checks, drug testing, and occupational health screening. ClearStar offers companies compliance and security solutions so they may stay ahead of ever-changing regulations including those regulating the use of AI in hiring decisions. To learn more about ClearStar, contact us.

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    Thomas Ahearn - Digital Content Editor

    Thomas Ahearn is a Digital Content Editor at ClearStar, a leading Human Resources (HR) technology company specializing in background checks, drug testing, and occupational health screening. He writes about a variety of topics in the background screening industry including Artificial Intelligence (AI), "Ban the Box," class action lawsuits, credit reports, criminal records, drug testing, Equal Employment Opportunity Commission (EEOC), Fair Credit Reporting Act (FCRA), Form I-9, identity theft, privacy, social media screening, and workplace violence.

    At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.


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