Job seekers use AI to go overboard.
To rely on tools like ChatGpt to cut corners, recruiters say they are stuck on a pile of robot sound resumes and applicants that appear to be cheating during video interviews.
Recruiter Bi said there is no problem with using AI to save time, researching future employers, and answering common questions, but warns that applicants are relying too much on it and limiting their chances of success. They say the timing of this trend is particularly bad given the number of people looking for jobs.
“In this market, you have to stand out,” said Steve Levy, a recruiter from Long Island, New York.
When it comes to resumes, it's not just the overuse of the famous EM dash that's turning recruiters over. It's also the creepy perfection of the document itself.
“All sentences are grammatically correct, evenly spaced and emotionally empty,” said Levi, who has been a recruiter for nearly 40 years. “There are scratches on a real resume.”
Buzzwords and misconceptions
Another Telltail sign is that resumes written in AI feature the same formats and hollow buzzwords, such as “dynamic”, “innovation”, and “cross-function”. Many also include the same phrases such as “accelerating time to market” and “exceeding stakeholder expectations.”
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Rather than using these, job hunters need to find a way to insert personal touches that add substance to their resumes, Tejal Rives, employment manager in Tempe, Arizona, says for large tech companies.
“It's not harmful to using AI or templates, but there's no customization there,” she said. “You're hurting your chances by sounding like everyone else.”
AI tools tend to introduce de facto errors into your resume. This is often evident to recruiters as the dates, numbers and other details are inconsistent with what you find in a candidate's LinkedIn profile and what you say during the interview process.
“Take real fine teeth and combs for what AI produces for you,” said Digily Goldie, a recruiter in Austin, Texas. “Yes, it saves time, but you have to go back and see.”
Overall, resumes written by AI tend to come across something soulless, she added. It's just a lack of human elements, and it's a turn-off.
“You're not portraying yourself in authenticity,” Goldie said. “You're going to be this robot and no one is going to hire a robot.”
AI will also appear in interviews
Some candidates are peering through AI apps on their phones, interviewing recruiters via video apps such as Zoom. Recruiters say these individuals repeat the questions They are asked loudly, then you can stare at the side of the screen with any AI program they use, and read the results they spit out. They usually make a short pause before answering.
Goldey said it's okay to practice interviews with AI, but when you go to camera, you expect candidates to look at her all the time, not her cell phone.
“Using AI in interviews with me is no,” she said. “That's the worst thing you can do.”
Bonnie Dilber, senior talent manager at a completely remote software company, said she saw such behavior rising over the past few months. She recalled an example of a candidate going even further by using AI filters to impose faces on other people's bodies. Other individuals – those who can only be seen through their necks – answered the recruitment manager's questions.
“I saw a glitch in the filter,” she said.
Dilber suspects people will be that long because they are not confident in their interview skills, and believes that AI will give them an advantage. Or she said she could be engaged in fraudulent activities, such as trying to understand the interview process so that the information they gathered can be sold to job seekers.
She and other recruiters on her team use an AI platform that generates transcripts and records interviews to summarise what is being discussed. If they find something suspicious, they review the footage.
“Recording our interviews is a great way to catch these things,” Dilber said. “Imagine a future where we might start an interview. We need to scan your ID.”
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