Job seekers and recruiters are negating the benefits of AI

A little bit of AI can be extremely helpful in the hiring process, Too much AI It could hinder any efforts to recruit applicants and fill positions.

According to a survey of over 1,000 current and recent job seekers by resume-writing platform Resume Builder, 46% of applicants are using AI programs such as ChatGPT to create their resumes and cover letters. At the same time, data from workplace insights platform Smart Recruiter shows that 30% of companies are actively using AI in their hiring process, and the overlap is It is impossible for both parties to get what they want..

“Employers are deploying AI tools for things like resume screening and candidate matching to automate processes and make things easier and faster,” said Sara Gutierrez, chief science officer at talent insights company SHL. “But candidates are tired of their applications getting buried in the digital void of these massive AI-based hiring processes and are deciding to use their own tools, which is leading to an overwhelming amount of AI on both sides.”

read more: How to stand out in the age of AI

By utilizing AI programs, candidates can You can apply for many jobs at the same timeAnd so far, the results are positive: According to Resume Builder, seven in 10 people who use ChatGPT report increased response rates from companies, and 59% were hired after applying for a job using materials created by ChatGPT. But Gutierrez says this trend isn't expected to last forever.

By using AI in the application process, the number of applications has increased dramatically, Not only do they overwhelm the recruiting system; From an employer's perspective, it makes it much harder to identify and engage with the best candidates;Essentially increasing competition among applicants As the use of AI becomes more widespread.

“They're really turning to these tools to get an edge, but if they're relying on something like ChatGPT, they're seeing a lot of candidates doing the same thing,” she says. “So if these tools generate generic or similar inputs for all candidates, it doesn't really help them stand out or stand out.”

Needless to say, Resumes and cover letters have many similaritiesThe AI ​​tools that recruiters are using to build their talent pools often filter applicants out of the selection process. Gutierrez said the solution is for both sides to invest in technology. Purposeful, not all-consuming.

read more: Be careful not to overdo it when using AI in recruiting

“To get past the bot-vs-bot dilemma, we need technology that holistically integrates the benefits of AI,” she says. “What we're hoping is that technology will provide an environment where we can bring together all the data coming from both candidates and employers and really get human-centric insights into the recruiting process.”

in the end, Using AI is beneficial for everyoneGutierrez believes the shift to a human-centric approach will happen naturally as experimentation with AI continues, but it will take time. For now, he urges applicants and organizations to maintain their own checks and balances. Regarding the AI ​​to be introduced.

“From the applicant's perspective, AI tools should enhance the quality of your application, but make sure you add a human touch too – it's important that your personality and character shines through to the employer,” she says. “As an employer, it's important to understand that you have a huge pool of talent in front of you. If they're not a good fit for one job, look at the bigger picture and see if you can leverage them in a different way that works for both parties.”