Applicant Unknown - Human or AI?

The start of a New Year is always a busy time for a recruiter: There is always an elevated number of movers in January and a larger percentage of our network that reaches out to consider their options and future for the year ahead. But one thing I haven't heard as much before is the amount of individuals telling me how many applicants they are up against when applying for roles, this is mirrored by how many hiring managers and talent acquisition teams who are saying how their volume of applications have increased. Is it a sign of more interest in their brand, more individuals on the market, or is it something else?

As artificial intelligence (AI) advances it's reach across our activities and lives, job applications and how job seekers apply for positions is coming clearly into view.

Did you know there are now AI tools that enable applicants to submit hundreds of applications with minimal effort, crafting both resumes and cover letters with ease. There is now AI, such as Simplify and Loop CV, that at its core, completely automates the process of applying for new jobs.

This technological advancement, while beneficial for job seekers, presents a unique challenge for employers, how do you distinguish between AI-generated applications and those from real life candidates?

Applicant Tracking Systems (ATS) have long been the job seekers nemesis, with covert programming and secret algorithms, who can break the code?...Yet, it was the tool of choice for many a direct employer. An ATS would often screen out the large majority of applications based on whatever criteria it had been given, allowing for (supposedly) a more suitable shortlist of applicants to sort, assess and select for interview.

Enter AI and all the tweaks and learnings it is able to offer.

AI in job applications offers a significant advantage for job seekers. These tools can read and analyse job descriptions and optimise applications to match, dramatically increasing the chances of passing through initial screenings. The sheer volume of applications that can be submitted through AI assistance is staggering, providing a potentially significant edge in a competitive job market. As a job seeker using some tools, you can effectively apply for hundreds of roles, all before breakfast, and all by the touch of a button.

For employers, this new trend creates a dilemma. With a flood of polished, AI-generated applications, it becomes increasingly difficult to discern which applicants genuinely possess the skills and experience needed. Identifying authentic talent amidst a sea of qualified-looking candidates is more challenging than ever and with talent acquisition teams already stretched, is this why we are hearing of more employers unable to hire first time around and having to readdress the market a second or even third time?

Identifying an AI-generated applications requires a keen eye. These applications often contain overly generic language or, list skills that don't perfectly align with the job description. Employers can adopt new strategies to spot genuine applicants, such as incorporating personalised questions or specific tasks into the application process.

Despite the rise of AI and the inevitable part it will play in all of our lives and roles. I would argue the human element in recruitment remains irreplaceable. The importance of a personal touch, a human contact and of course human judgment is crucial in assessing a candidate's true potential and fit for a role. Interviews and direct interactions are key in evaluating an applicant's capabilities, personality, and work ethic.

As we move further into an AI-driven world, the recruitment process faces both challenges and opportunities. Balancing technological advancements with the integrity of human judgment in hiring is crucial. The future of recruitment lies in harmonising these two elements, ensuring a fair and effective process for both applicants and employers.

What are your experiences and or thoughts, do let me know in the comments below.

I help CEOs, COOs, HRDs and business leaders improve the success and retention of their new leadership hires across Customer, CX, Operations and Transformations. Helping you deliver a much improved performance and ROI. Book a call today.