Generative AI for SMEs with Immigrant Employment Council of B.C.

We're engaging with employers of various sizes, particularly focusing on SMEs, reflecting the structure of the Canadian economy and the significant role of small and medium-sized enterprises across the country. There's a noticeable curiosity about AI. However, many company leaders struggle with understanding the right questions to ask about AI implementation. They recognize the potential for productivity improvements and the possibility of automating mundane tasks with AI.

Yet, they face several challenges:

1. Lack of Understanding: Leaders are unsure about the initial costs and how to effectively manage the integration of AI into their operations.
2. Employee Concerns: There's anxiety over how employees might react or utilize AI, with particular concern about privacy issues.
3. Intellectual Property (IP) Concerns: Given warnings about not inputting sensitive information into tools like ChatGPT due to potential misuse, companies are apprehensive about protecting their IP.

Additionally, on the hiring front, there's a notable shift in the nature of cover letters and resumes. Hiring managers report receiving documents that are evidently not authored by the applicants themselves, suggesting an increased use of AI in the job application process.

One concern is that newcomers using AI to write cover letters might present better English than they can actually speak, which could lead to problems in interviews and further discourage employers from hiring immigrant talent.

Additionally, the employment sector is developing multiple AI tools independently, leading to a fragmented approach. Instead, we need a centralized system that consolidates authoritative information from trusted sources. This AI system could guide newcomers effectively by asking the right questions and directing them to appropriate resources. Collaboration across the sector is essential to achieve this unified approach and ensure accurate, helpful information is provided to newcomers.

The current funding models create competition and fragmentation, hindering collaboration. Effective AI implementation requires high data maturity, which many organizations lack. Despite IRCC's investments, there’s no seamless integration with settlement services, limiting access for newcomers. Larger organizations might manage data better, but smaller ones struggle. We need innovative solutions like regional data models and collaborative funding to build a cohesive, technology-enabled sector. Addressing these structural issues is essential for leveraging AI effectively.

The human element is crucial in AI implementation. Technology should serve people, not replace them. AI won't eliminate jobs; it will create new ones. We need to train people to use AI effectively and ensure immigrants and newcomers aren't left behind.

We often focus on the wrong issues, like overemphasizing foreign credential recognition. Most jobs require practical skills, not strict credential verification. AI should be one tool among many to address labor market challenges, not a silver bullet.

Our aim should be to use AI to serve employees and clients effectively, promoting equitable opportunities and productivity. If AI isn't serving this purpose, it's failing. We must ensure technology benefits everyone, not just a select few.

There will be significant changes and challenges ahead with the rise of AI-generated responses and deep fake technology in job interviews. While some may attempt to use these tools to their advantage, it raises concerns about misinformation and deception. We've already seen instances of deep fakes being used for scams, indicating the potential for misuse in job interviews as well. However, if someone is skilled enough to use these technologies effectively, it could also demonstrate valuable abilities. Overall, the impact of AI on job interviews and hiring processes will likely be disruptive and require adaptation.