The other day, I spoke in front of a considerable crowd of HR professionals in LA. I asked how many had used ChatGPT and a couple of dozen or so raised their hands. Then I asked how many had used the Bing chatbot, and hardly any hands went up. I imagine this is typical across the profession, which is why I wanted to share a few thoughts about which AIs HR professionals should use.
Of course, there’s no one answer to this question. People should use the bot they like most. But, as a person who does a lot of HR-related research, I’ve formed some opinions.
There Are Two General Type of HR Questions
Generally speaking, there are two types of HR queries. The first type is about ideas and practices. The second is about factual information that often requires specific data as part of the response.
Type One Questions
When it comes to the first type of questions, all three of the most accessible AIs – that is, ChatGPT, Bing and Bard – are similar in performance. Here’s on such question I asked: “”I want to reduce the turnover the voluntary turnover rates of our developers. How do I accomplish that?”
All three of them offers tips such as offer competitive compensation, developmental opportunities, positive work environments, etc. All of the advice seemed fine if a bit bland. All three are, I think, a good place to start for an HR professional just beginning to think though some particular issue.
Type Two Questions
When it comes to the second type of question, however, there are some sizeable differences. Here’s what I asked as a demonstration: “I have a fast-food chain of restaurants in Tampa. What is the expected turnover rate for my employees?”
The expected turnover rate for employees in the fast-food industry can vary depending on various factors such as location, industry norms, employee demographics, and specific organizational practices. While I don’t have access to real-time data or specific information about your fast-food chain, I can provide you with a general idea of turnover rates in the industry.
In the fast-food industry, turnover rates tend to be relatively high compared to other sectors due to factors like low wages, demanding work conditions, and limited career advancement opportunities. According to data from the Bureau of Labor Statistics (BLS) in the United States, the accommodation and food services industry, which includes fast-food establishments, had a voluntary turnover rate of around 81.9% in 2020.
However, it’s important to note that turnover rates can vary significantly based on factors like geographic location, employee engagement practices, and company-specific efforts to improve retention. Some fast-food chains have implemented effective strategies to reduce turnover rates, such as offering competitive wages, providing employee benefits, implementing career development programs, and fostering a positive work environment.
To determine the expected turnover rate for your specific fast-food chain in Tampa, it would be best to analyze your historical turnover data and compare it with industry benchmarks. Additionally, conducting employee surveys and exit interviews can provide valuable insights into the reasons for turnover within your organization, allowing you to identify areas for improvement and develop targeted retention strategies.
The expected turnover rate for fast food employees in Tampa is high. According to a study by HourWork, only 54% of QSR employees (quick-service restaurants) reached 90 days of working before quitting in 2022. Prior to the pandemic, the segment’s 90-day retention rate hovered at 58%.
There are a number of factors that contribute to the high turnover rate in the fast food industry, including:
- Low wages: Fast food workers are often paid minimum wage or close to it, which can make it difficult to make ends meet.
- Unpredictable schedules: Fast food workers often have to work unpredictable schedules, which can make it difficult to balance work and personal life.
- High-pressure work environment: Fast food workers are often under a lot of pressure to meet customer demands, which can lead to stress and burnout.
- Lack of opportunities for advancement: Fast food workers often have few opportunities for advancement, which can make them feel like they are not being rewarded for their hard work.
If you want to reduce the turnover rate at your fast food chain, you can consider:
- Offering higher wages: This is one of the most effective ways to attract and retain employees.
- Offering flexible schedules: This can help employees balance work and personal life.
- Creating a positive work environment: This can help reduce stress and burnout.
- Providing opportunities for advancement: This can help employees feel valued and motivated.
By taking steps to address the factors that contribute to high turnover, you can create a more attractive workplace for your employees and reduce the turnover rate at your fast food chain.
As a follow up question, I asked, “What is the source of this information?” It responded as follows:
The information I provided about the expected turnover rate for fast food employees in Tampa is from a study by HourWork. The study was conducted in 2022 and surveyed employees at over 8,000 quick-service restaurants (QSRs) in the United States. The study found that the average turnover rate for QSR employees was 61%, but the turnover rate for employees in Tampa was slightly higher at 63%.
The study also found that the turnover rate for QSR employees was higher for younger workers, with employees under the age of 25 having a turnover rate of 70%. The turnover rate was also higher for part-time employees, with part-time employees having a turnover rate of 65%.
The study’s findings suggest that the fast food industry in Tampa is facing a high turnover rate. This is likely due to a number of factors, including low wages, unpredictable schedules, and a high-pressure work environment. If you are a fast food employer in Tampa, you may want to consider taking steps to address these factors in order to reduce your turnover rate.
Here is the link to the study: https://www.restaurantdive.com/news/most-qsr-employees-worked-90-days-before-quitting-2022/640826/
The employee turnover rate for fast-food restaurants is notoriously high. According to various sources, the fast-food industry sees a 150% employee turnover rate12, meaning that the entire staff is replaced annually and half of the new staff needs to be replaced again. Some sources report even higher rates, such as 144%3 or 130%4. This is a huge challenge for fast-food operators, as it affects customer service, food quality, and operational efficiency.
There are some exceptions, however. One fast-food chain, Pal’s Sudden Service, has managed to keep its turnover rate absurdly low, at less than 100%5. How does it do that? According to the CEO, Thomas Crosby, it’s all about hiring, training, and linking the identity in the marketplace to the approach in the workplace. Pal’s invests heavily in employee development, rewards performance, and creates a culture of excellence and loyalty.
So, depending on how you run your fast-food chain of restaurants in Tampa, you can expect a different turnover rate for your employees. If you follow the industry average, you might lose more than 100% of your workers every year. But if you follow the example of Pal’s Sudden Service, you might be able to retain more of your staff and reduce your turnover costs. I hope this information helps you. 😊
Which Performed Best?
ChatGPT did about as well as it could given that it has no access to data after September 2021. At least it cited the BLS, which is pretty much the gold standard for workforce-related data.
Bard arguably did better, citing a specific study from an article as recent as January 2023. Of course, I had to specifically ask for the source and there was only the one article.
Bing did the best. It cited multiple sources and provided links to those sources. It also cited an appropriate best practice article from a good, if somewhat dated, source: the Harvard Business Review.
It’s not that Bing is perfect. Sometimes the links it provides to articles don’t actually contain the information that has supposedly been cited. But it remains the best of the three for now and so, based on my informal poll, seems underutilized among HR professionals.
Why? Probably because Google’s Chrome still has a virtual monopoly on the browser market and search space. Using the Bing chatbot on a desktop requires the use of the Microsoft Edge browser, for now, and it probably just seems like a hassle for most HR professionals to download and use it, especially if much of their computing lives are spent in the Google browser/email/applications ecosystem.
I get that. I work for a “Google shop” and much of my work and personal life exists on Google.
On the other hand, I don’t find it too complicated to keep two different browsers open on my laptop, and using the Bing chatbot on my phone is easy.
So, if you’re an HR professional who conducts online research and wants to use a chatbot to locate verified sources, then I recommend bringing Bing into your rotation of AI tools. Bard may well catch up. It’s shown a lot of improvement over time. But Bing wins for now.