As the use of AI continues to grow rapidly, it is crucial to explore how jobseekers are beginning to leverage AI in job applications, and how this may affect the recruitment industry. With AI tools like LazyApply and ChatGPT, applicants can create cover letters, match skills to job descriptions and research companies at the touch of a button. However, recruiters must remain vigilant against candidates who misuse these tools to generate an application that doesn’t accurately reflect their skills.
In this article, Ian Nicholas, Global Managing Director at Reed, will delve into the various ways AI is being employed in job applications, and will highlight the tell-tale signs recruiters should watch out for when AI is improperly used. Ian will also offer insights into the advantages of AI, from both the candidate and recruiter perspectives, while emphasising that a human touch is still essential to maximise the potential of AI in the recruitment sector.
What AI can and can’t do
Endlessly completing job applications can be time-consuming. Smart AI applications like the widely spoken about ChatGPT can make these tasks a lot simpler – for example, it can cut the time and effort needed to fill out a job application form. We have already found some candidates that have used ChatGPT to write their cover letter and CV and secured an interview, and some went on to be hired.
Candidates can use the AI bot to help put together a short summary of their experiences or even mock together a CV. In such instances, I would argue that – depending on the role – there is less harm in using these tools to effectively list skills in a readable manner. This is because you provide the AI bot with the information you want it to list, and it can regurgitate it back to you in a more suitable format.
Some worry that the AI generated CV or application form may not be a true representation of the person behind it. However, hopefully, the rest of the recruitment process will be able to sift out the applicants that do not truly match the job role requirements. The main issue at hand, however, is that content generated using AI is at risk of being quite generic and unengaging, leaving recruiters without a truly accurate depiction or ‘feel’ of the person they are assessing.
This means applications may lose their personal touch. Although AI may ensure the required skills are included, it may not reflect these in the best way, with an individualistic touch – and that can be the difference between reaching the next stage of the recruitment process. Ideally, AI should be used in balance with human input to make the most of the technology’s full potential, without losing the essential thought processes only humans can bring.
How can recruiters see through AI in job applications?
To navigate the AI-generated application era, recruiters should keep in mind that the first call to the potential candidate is vital. Where AI may be able to list out skills and attributes on someone’s CV, the candidate themselves still needs to stand up in the line of questioning when you get in touch. When getting in touch with the candidate, it is important to make sure the skills they state match what their CV says, and that they can appropriately support their answers.
It also means, however, that recruiters may need to begin asking questions that will explore the candidate’s emotional intelligence or soft skills. This will not only give you more of an idea as to what the candidate is like and whether they are suitable for the job, but it will also help with finding them a suitable job in industries that are changing fast due to technological advancements. Possessing technical skills is one thing, but with the rise of automation and AI, the future workforce will need to hone in on their soft skills – this will bring back the human element that is needed in job roles.
Chatbots can also forget the original information it is told to bullet-point, meaning that some candidates may miss out on jobs if they don’t proofread or check what the AI has put together. This may mean the recruiter’s role in searching for potential talent will be all the more important for businesses. Sourcing talent, as opposed to waiting for people to come to you, will remain to be key for successful recruitment, as more candidates begin to use AI to help with job applications.
In general, however, recruiters should be able to pick up on some AI generated content. Due to its generic and often ‘bland’ responses, it can be clear when AI has written out an application. Technology can also misunderstand the user, which means the questions it answers may be inaccurate or irrelevant, and this can be especially problematic when it comes to sensitive or nuanced topics like salary negotiations or company culture. So, while the internet allows AI to have access to a vast amount of information, its knowledge may be biased and limited to certain industries or particular regions – impacting how well a candidate’s CV or application may read.
Utilising such technology may also be a sign of a resourceful candidate, and as a result, it should not always be used against candidates – again, this means the rest of the recruitment process plays a vital role, as it should help determine whether they are truly a suitable person for the role.
Ian Nicholas was appointed as Global Managing Director of Reed in March 2020, transferring from his role as Chief HR Officer for Reed Global Limited, in which he was responsible for all people strategies across the Reed Group. Ian began his working career at British Steel, then joined Chubb PLC, and finally joined Reed in 2004 as a HR Director of one of its businesses, in which his career with Reed has blossomed from there. He is Chartered FCIPD, and in 2019, was listed on the ‘HR Most Influential’ list by HR Magazine.
