Job seekers are using artificial intelligence as a tool to build their resumes and improve their chances of being seen by hiring managers and recruiters. Job seekers enter keywords that match the job description. Job seekers describe their previous work experience to more closely match the job they are applying for.
So how do HR professionals sort through these inflated resumes and find the employees who best fit their organization’s needs?
“It's worth paying attention,” said Christine Posen, practice leader and senior recruiter at Duffy Group, a global recruiting firm based in Phoenix.
She has held a variety of HR positions including Benefits Manager for the Phoenix Suns Basketball Team, CHRO for First National Bank of Arizona and Nevada, Owner and CFO of The Kiosk Store, and has worked as an independent contractor for the Arizona Diamondbacks Baseball Team as an HR Consultant and Recruiter.
Pozen said inexperienced recruiters are likely to hand over an AI-generated resume to a hiring manager, who may then conduct a phone interview and realize that the candidate's experience and skills don't match up.
“AI is just a new version of something people have been paying for for decades. Resume-writing companies have been around for years,” she noted. “They [resumes created] Making it available for free through ChatGPT makes it even more accessible.”
An acceptable use of AI is to check for correct grammar, she noted, but Pozen believes instructing ChatGPT to take a resume and precisely match it to a job description is “cheating.”
“From a recruiter's perspective, it's pretty obvious,” she added, “because every keyword shows up on this person's resume.”
Resume screening
Pozen offered some tips for determining whether a resume is a true representation of a job seeker.
- Consider using keywordsShe said I had too many skills on my resume and it seemed like I was “reading a job description” instead of a true list of skills.
- Look for indicatorsA good resume includes some metrics or key performance indicators about the candidate's work. Without some data, the resume “can be a little too generic and off-putting,” Pozen says. Use behavior-based questions during the interview to dig deeper into what the candidate did and how they performed in the role.
- Look for discrepanciesDoes your resume include work progress? How did you get that job? [vice president] “Level? You can't manage a team of 20 people as an associate,” she said.
- Looking for a job “Inflation“Someone has [met] All Bullets [point]Pozen says to avoid writing “in the job description,” because AI “often exaggerates their past experience in relation to the job. We vet their experience based on how it fits into the current organization.”
“Don't dismiss a candidate if they don't meet all the requirements of the job description. Maybe there's something there that shows they have transferable skills,” she advised.
Pozen sees value in using AI intelligently in resume creation, including polishing existing content.
“I am part of the family [use] She said, “AI optimizes a candidate's resume by asking the AI to rewrite and compare resumes and remove parts that need rewriting.” But be careful and choose AI's suggestions carefully.
“You don't have to copy and paste everything,” she told job seekers.
