Generative AI and job applications

Initially, it was a series of comments on Pawel Brodzinski 's post, but it is fairly standalone though, so I've decided to put it separately. However, do you know that not only the size of LinkedIn comments is limited, but also LinkedIn post size is limited? Now I know. So this has to be an article, rather than a post.

So Pawel Brodzinski wrote about raising nonsense of job applications made with little (or not so little) help of generative AI (I'm bad at summarizing, while generative AI help is prohibited in this post for editorial reasons, so you'd better check Pawel's original post).

I see logic - it totally makes sense.

The behaviors of the actors are defined by bigger system dynamics. Let me draw a picture from a different angle.

To land a job, even if you are very good at CV writing, candidates send CVs to multiple (dozens if not hundreds) organizations. Way more often than not, they would not even receive an answer at all. It's kind of ok, if they are getting something like an automated response that the application was received and they are going to be contacted only if there is a match. That's at least setting some expectations. Oftentimes even that would not happen. Everywhere it is explained (for very valid reasons) that a CV (and obviously a cover letter as well) should be tailored for a specific job. And the candidate is applying for dozens if not hundreds. Of course, from that perspective, automation is probably desirable and appreciated.?

Moving on. Do you know what is ATS score? ATS stands for Applicant Tracking System, which is used very often (especially by bigger organizations (having to deal with even higher volumes of applications)). So ATS score is automatically calculated score on the match between a particular CV and a particular job role based on keywords match density (I'm oversimplifying, but that's it in a nutshell). Those systems were used way before the widespread of generative AI. So to get not even into the hands of the hiring manager, but into the hands of the recruiter, the CV should pass ATS... So it becomes more or less robots against robots. And it's not even candidates who started it (says if it matters at all).

In the face of decline, volumes are only about to grow. As I see it, all of the above will only accelerate and increase.

Yes, I do understand some companies may be different and Lunar Logic (Pawel's company) may be a perfect example of such. But those are a minority. Is it possible being a minority to change the behavior set by a way bigger system..??

Yes, of course, you may explicitly explain that all applications generated with a little help from generative AI would be declined. That is totally fine. Some companies are doing that already.?

Now the question is, would you expect a change in preparation behavior and tactics from a candidate for your specific company?

In other words, do you want a candidate to care enough about your company even before they have a real chance to know you, to change their approach to your company (read carefully hare, not application but approach)?

Of course, you would like them to do it (everybody will). But do you really expect that..? And are you really ready to filer out (potentially good candidates), who will not do it?

I clearly remember when I was hiring engineers for a small company and had to deal with all the asymmetries that the market created for us (way before generative AI and even ATS). I was not in a position to demand anything from the market, I had to adjust to be able to find the best available talent. Maybe your situation is different (and I'm happy for you), but I think a lot of smaller players will have to find their way in dynamics and rules set by others.

To sum it up (and have some fun):

The job application process forces candidates to apply en masse to numerous organizations, often without receiving acknowledgment, making automation an attractive option for managing such volumes. Applicant Tracking Systems (ATS) dominate the hiring landscape, necessitating that CVs must first pass through an algorithm before reaching a human recruiter. Despite some companies rejecting AI-generated applications, it's debatable whether minority practices can influence the predominant market trends, leaving smaller companies to adapt to the rules set by larger entities.