What does increased use of AI mean for recruiters?

The use of AI is becoming more prevalent in recruitment, particularly for job applicants seeking to find and secure their ideal job.

However, whilst AI has numerous positives for job seekers, for recruiters on the other side, the outlook is not so clear.

At Pure HR we believe it’s important that recruiters are aware of how it might be used so they can decide whether or not it matters in their own particular process.

How are candidates using AI?

1. Job matching tools help candidates find the right job. Job seekers can complete questionnaires covering their key skills etc. and be matched to available vacancies that are pulled from across the internet.
2. Resume builders help job seekers create CVs that are more tailored to the role they want. Users enter in the job title for the role they are applying for and the tool will suggest things to points to include in a CV, leaving it to candidates to select the points they feel best represent them and their experience.
3. Resume optimisation tools go one step further, helping job applicants optimise their CV and covering letter, and potentially even LinkedIn profile, to suit a job listing.

AI tools can also be used to assist applicants complete job application forms.  Type in any question and you’ll receive suggestions on how best to answer it.

According to recent report from ResumeBuilder, 7 in 10 job seekers who use ChatGPT saw a higher response rate from hiring managers, so you can see applicants would be tempted to give it a try.

The pros and cons of AI for recruiters

Job matching tools could get your vacancy in front of a higher number of more suitable candidates, BUT rely on the quality of data candidates putting in and also means you could miss out candidates that aren’t perfect on paper but have great potential.

Resume builders could make applicants appear more polished than they actually are, covering up a lack of communication skills and attention to detail.

They also rely on candidates being honest about their skills and experience.  It is much easier to be tempted to exaggerate, or all-out lie, when presented with well-crafted ‘suggestions’ at the click of a button.

Resume optimisation tools have similar pitfalls to resume builders BUT it is a good sign when candidates have made an effort to understand your role and company and tailor their application accordingly.

Recruiters also face receiving a host of copycat applications all sourced from the same place, with candidates failing to demonstrate individuality.

Ultimately, whether you see the use of AI as a good or bad thing, depends on a number of things including your own understanding and confidence in technology and the role and it’s requirements.  The key thing is to be aware of how and when it’s being used and decide to what extent you’re prepared to tolerate it.

How recruiters can spot use of AI in applications:

Content detectors help you spot AI use, picking up, for example, on language patterns commonly used in AI generated-text.  These tools are however not failsafe and should therefore be used alongside common sense – simply asking yourself if it sound like a real person wrote it, can help to sense check things.

If it’s unclear from a written application or resume whether AI has been used, then phone screening interviews can be used to help get a sense of the person.  Candidates can look perfect on paper but are sometimes caught out when asked to expand further over the phone.

Think also about the questions you use in interviews.  Ask questions that are specific to your organisation or role, and consider discussing relevant current events or news stories – ChatGPT only has knowledge up to 2021.

If you require support with recruitment or would like to know more about Pure’s Fixed Fee Recruitment service, contact us today.  01794 329470.