Hire personnel.

Hire personnel. is a detailed work activity in O*NET — a concrete unit of work shared across 27 occupations and seen in 29 occupation-specific tasks. It rolls up into the broader work activity Perform recruiting or hiring activities. in Staffing Organizational Units .

Detailed work activities are the most granular shared layer in O*NET's work-activity hierarchy (Generalized → Intermediate → Detailed → occupation-specific task). The figures below describe how this activity shows up across the economy and what independent studies measure about AI and this kind of work — not a prediction that the work will be automated.

AI exposure

Of the 28 tasks under this activity that the OpenAI / Eloundou “GPTs are GPTs” study rated, 22 (79%) are flagged as directly exposed to language models (E1) or exposed via model-powered tools (E2).

The Anthropic Economic Index observes real AI use on 1 of these tasks, with a mean mapped-usage share of 0.002% per task.

Exposure estimates overlap with model capabilities — whether a model could speed the task up — not whether the work will be done by software. Observed AI use is augmentation and assistance today, not jobs replaced.

Member tasks

Occupation-specific tasks O*NET maps to this detailed work activity, most important first.

• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. · Human Resources Managers · importance 4.5 · exposure with tools
• Recruit, interview, and hire security personnel. · First-Line Supervisors of Security Workers · importance 4.5 · exposure with tools
• Hire and train employees, and evaluate their performance. · Postmasters and Mail Superintendents · importance 4.4 · exposure with tools
• Hire, supervise, or evaluate engineers, technicians, researchers, or other staff. · Natural Sciences Managers · importance 4.3 · exposure with tools
• Recruit, hire, train, and evaluate primary and supplemental staff. · Education Administrators, Kindergarten through Secondary · importance 4.2 · exposure with tools
• Interview and hire associates to fill staff vacancies. · Entertainment and Recreation Managers, Except Gambling · importance 4.2 · exposure with tools
• Interview and hire workers. · Gambling Managers · importance 4.2 · exposure with tools
• Interview and hire applicants. · Lodging Managers · importance 4.1 · exposure with tools
• Interview and hire staff, and oversee staff training. · Purchasing Managers · importance 4.1 · no direct exposure
• Select and train postmasters and managers of associate postal units. · Postmasters and Mail Superintendents · importance 4.1 · exposure with tools
• Direct or conduct recruitment, hiring, and training of personnel. · Medical and Health Services Managers · importance 4.1 · exposure with tools
• Identify staff vacancies and recruit, interview, and select applicants. · Human Resources Managers · importance 4.0 · exposure with tools
• Recruit and hire new faculty. · Psychology Teachers, Postsecondary · importance 4.0 · exposure with tools
• Recruit, hire, train, and terminate departmental personnel. · Education Administrators, Postsecondary · importance 4.0 · exposure with tools
• Hire and terminate clerical and administrative personnel. · Administrative Services Managers · importance 4.0 · exposure with tools
• Hire or supervise loss prevention staff. · Loss Prevention Managers · importance 4.0 · no direct exposure
• Recruit, interview, and hire or sign up volunteers and staff. · Social and Community Service Managers · importance 4.0 · exposure with tools
• Recruit, hire, train and supervise staff, or participate in staffing decisions. · Computer and Information Systems Managers · importance 3.9 · exposure with tools
• Hire, train, evaluate, or discharge staff or resolve personnel grievances. · Industrial Production Managers · importance 3.9 · no direct exposure
• Perform personnel functions, such as selection, training, or evaluation. · General and Operations Managers · importance 3.8 · exposure with tools
• Interview, select, and train warehouse and supervisory personnel. · Transportation, Storage, and Distribution Managers · importance 3.8 · no direct exposure
• Hire or evaluate staff. · Investment Fund Managers · importance 3.8 · exposure with tools
• Select or supervise contractors, such as event hosts or health, fitness, and wellness practitioners. · Fitness and Wellness Coordinators · importance 3.7 · exposure with tools
• Interview and hire new employees. · Funeral Home Managers · importance 3.7 · exposure with tools
• Appoint nominees to leadership posts, or approve such appointments. · Legislators · no direct exposure
• Hire new faculty. · 25-1061.00
• Hire, supervise, and train support workers. · Farmers, Ranchers, and Other Agricultural Managers · no direct exposure
• Interview and hire workers. · First-Line Supervisors of Gambling Services Workers · exposure with tools
• Recruit or hire firefighting personnel. · First-Line Supervisors of Firefighting and Prevention Workers · exposure with tools

Occupations that perform this

• Human Resources Managers
• First-Line Supervisors of Security Workers
• Postmasters and Mail Superintendents
• Natural Sciences Managers
• Education Administrators, Kindergarten through Secondary
• Entertainment and Recreation Managers, Except Gambling
• Gambling Managers
• Lodging Managers
• Purchasing Managers
• Medical and Health Services Managers
• Psychology Teachers, Postsecondary
• Education Administrators, Postsecondary
• Administrative Services Managers
• Social and Community Service Managers
• Loss Prevention Managers
• Computer and Information Systems Managers
• Industrial Production Managers
• General and Operations Managers
• Transportation, Storage, and Distribution Managers
• Investment Fund Managers
• Fitness and Wellness Coordinators
• Funeral Home Managers
• Legislators
• Farmers, Ranchers, and Other Agricultural Managers
• 25-1061.00
• First-Line Supervisors of Firefighting and Prevention Workers
• First-Line Supervisors of Gambling Services Workers

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27) Anthropic
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-hire-personnel,
  title  = {Hire personnel.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/detailed-activities/hire-personnel}
}