AI arms race in the job market

Technology evangelists promised that artificial intelligence would take the pain out of hiring. Job seekers will be able to apply for positions with minimal effort, and recruiters will be able to quickly find top talent. But so far, the profound changes brought about by AI have been a disaster.

Job seekers are frustrated when their resumes are reviewed by AI systems without them knowing why. They often apply for hundreds of jobs and consider themselves lucky if they receive a rejection letter. To succeed, applicants feel they need to use AI chatbots like ChatGPT and Microsoft Copilot to pepper their resumes and cover letters with keywords that match the job description. Additionally, many people are using AI chatbots to quickly write cover letters and resumes so that they can apply to a large number of jobs in the hopes of landing a job.

Recruiters, on the other hand, are inundated with applications, sometimes thousands per day for a single position. Because they are created using AI, many applications look similar, making it difficult to differentiate between candidates. Many administrators become overwhelmed and turn to AI software to categorize their applications.

It's a dystopian arms race. Some employers require candidates to conduct initial interviews with AI avatars rather than real people. Meanwhile, some job seekers are secretly using AI chatbots to provide intelligent answers during online interviews. In one extreme case, a North Korean IT worker used AI-generated deepfakes to impersonate an American and land a tech job at a U.S. company.

Recruiters are struggling to hire talent amid an influx of AI-generated job applications

This bot-to-bot, impersonal process leaves both parties frustrated. In the same way that Tinder and similar apps transformed dating, artificial intelligence promised an easy way to match the right employers with employers, but in reality, the results are often endless searches, ghosting, and rejections. A recent article in the Atlantic described today's job market as “a weakened job search hell.”

It would be foolhardy to try to turn back the clock and revert to old hiring practices, but we need to reconsider. Job seekers should resist the urge to bombard employers with hundreds of automated applications. It makes sense to use AI to update your cover letter for specific postings or interview practice, but if you're really interested in the job, take the time to craft an authentic application.

When using AI, job seekers should refine their subsequent writing to avoid the generic, hyperbolic, and trite phrases that often characterize AI-generated copy. Get creative and stand out from the bots, demonstrating your personality and skills through imaginative social media, video, and web content.

Recruiters are under tremendous pressure to leverage AI to increase productivity. It is important to note that screening applicants with AI is most effective for jobs that have clearly defined criteria, such as requiring specific qualifications. If soft skills are essential, managers or recruiters will need to manually review applications.

While AI can automate some tasks such as interview scheduling and transcription, managers must stick to traditional interviews to screen candidates. To prevent candidates from using AI, managers are increasingly preferring to meet with applicants in person.

With growing distrust in the job market, it is important for employers to be transparent about their use of AI. Starting January 1, Ontario employers will be required to disclose whether they use AI to screen, evaluate and select job candidates in job postings.

In a sea of ​​bots, employees and employers have one advantage. It's that humanity. As the job market becomes more foggy, genuine human connections are more important than ever. It takes time and effort to build trust and show potential employees that they are not a replaceable commodity.

Job seekers and employers alike should seek out opportunities and increase networking at industry events, trade schools, job fairs, and more. Managers should make an effort to expand their network and not only meet candidates with similar backgrounds to themselves. (AI itself poses a risk of bias, with research showing that it can discriminate against women, racial minorities, and people with disabilities.)

No matter what technology is involved, companies need to ensure that the recruitment process is well-managed by staff and that there is always a 'human stakeholder'. Recruiters who rely too much on AI may find themselves too easily replaced by bots.