Humanity is known for its AI innovation, but the company does not want job seekers using this technology.
The Humanity Job Post states an “AI Policy” for candidates who want to land their gigs at a $60 billion AI Juggernaut. In the application process, people need to answer, “Why do you want to work here?” Boxes will add regulations, except for cover letters.
“We encourage people to use AI systems during their roles to help them work faster and more effectively, but do not use AI assistants during the application process,” the policy reads. “We want to understand your personal interest in humanity without mediating through AI systems, and we also want to assess your non-AASISTEST communication skills.”
This rule applies to all employment opportunities. Anyone who wants to take away open positions, including legislative analysts, account executives and foreign affairs, can be seen in this policy. However, this policy is ironic as humanity is one of the leading AI creators.
The business promotes the widespread promise and application of AI, including Claude for Enterprise, a model built for large organizations. Google tossed the hat into the ring and invested $2 billion in 2023 in Claude AI. However, humanity has been severely stopped when it comes to job seekers using tools.
Humanity's negligence for job seekers who use AI to help build applications is not uncommon. Companies and their managers have long been caught up in the AI arms race, beating the hiring process. Currently, both applicants and recruiters are experiencing tensions over how they use the technology.
Companies discourage job seekers from using AI
Humanity is just one of many employers to block future employers from using AI, but it feels strange considering that it is a tech giant that is completely dependent on AI use. However, the reasons behind this policy reflect the same reasons from other businesses.
According to CV Genius's 2024 data, roughly 80% of hiring managers hate seeing CVs and cover letters generated by AI. And they are sure they can get automated content. Approximately 74% say that AI can be found when used in recruitment applications. More than half of employment managers say they are significantly less likely to hire applicants who use AI, which can have a detrimental impact on applicants.
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However, AI is deeply ingrained in people's personal and professional lives. Neurosight's 2024 data shows that around 57% of job seekers used Openai chatbots in their applications. A recent Accenture study shows that businesses are also advertising it. Companies continue to encourage workers to become digitally savvy and use work tools to increase productivity.
This increased digital optimization led employers to compete for human skills. Because AI does not provide authentic communication, storytelling, and emotional intelligence, human policy reflects the growing need for soft skills. These qualities are the best for businesses, even when hiring the next top executive.
Many dissatisfied employment managers want to find these qualities in their candidates, and the A-Optimized cover letter response may not be the best litmus test. However, AI sticks in the process as recruiters have to bulldoo thousands of applications for a single role and job seekers have to apply to hundreds of jobs to land gigs.
