If AI can be used to create content within organisations, what’s to stop people using it in their applications for jobs?

I saw a role recently asking for experience in being able to ‘develop, manage and implement training, learning and development work within the company’.

I asked ChatGPT what best practice in this might look like:

Developing, managing, and implementing training, learning, and development (L&D) initiatives within a company requires a comprehensive and strategic approach to ensure effectiveness and positive outcomes. Here’s a set of best practices to consider:

Needs Assessment:
Begin by identifying the company’s overall goals and objectives, and then assess the skills and knowledge gaps that hinder those goals.
Conduct surveys, interviews, and observations to gather data on employee needs and preferences.
Clear Objectives:
Clearly define the learning objectives for each training program. What should participants know or be able to do after the training?
Tailored Content:
Design training materials that are relevant to the specific roles and responsibilities of the employees.
Use a variety of formats (e.g., videos, interactive modules, workshops) to cater to different learning styles.
Engagement and Interactivity:
Create interactive and engaging content that encourages participation and active learning.
Incorporate discussions, case studies, simulations, and group activities to make the learning experience more impactful.
Continuous Learning Culture:
Foster a culture of continuous learning where employees are encouraged to take ownership of their professional development.
Provide resources and opportunities for self-directed learning.
L&D Technology:
Leverage learning management systems (LMS) or other technology platforms to deliver, track, and manage training content.
Use data analytics to gain insights into employee progress and the effectiveness of training programs.
Subject Matter Experts (SMEs):
Collaborate with internal subject matter experts to ensure the accuracy and relevance of training content.
Involve employees who excel in their roles to share their knowledge and experiences.
Inclusive and Diverse Training:
Ensure that training content is inclusive and considers the diverse backgrounds and learning needs of employees.
Address potential biases and stereotypes in training materials.
Feedback and Evaluation:
Collect feedback from participants after each training session to gauge effectiveness and identify areas for improvement.
Use evaluations to refine training content and methods.
Manager Support:
Involve managers in the training process to provide guidance, reinforce learning, and align training with performance goals.
Long-Term Development Paths:
Create clear career development paths that show employees how training opportunities align with their growth within the company.
Measurement of ROI:
Establish metrics to measure the return on investment (ROI) of training initiatives, such as improved performance, increased employee satisfaction, and reduced turnover.
Adaptability and Flexibility:
Be open to adjusting training programs based on changing business needs, technological advancements, and employee feedback.
Leadership Support:
Gain buy-in and support from top leadership to allocate resources, emphasize the importance of training, and model a commitment to learning.
Regular Updates:
Continuously update and refresh training content to keep up with industry trends and advancements.

Chat.openai.com

It wouldn’t be that tough for someone to crib these items, put them into a reasonable CV and get an interview. If you’re not looking at how people might be using these tools, you REALLY need to up your game.