Graduate Job Application Bots Are Here

Most of us have heard about bots that automate the job application process for applicants. To date they've been focused on roles outside of student recruitment. But that's changing. If you advertise student programs on Seek or LinkedIn, chances are you've received bot generated applications.

Lazy Apply and Linkedin AI Hawk are just two bot apps used by candidates in Australia.

How do they work?

Within the apps, candidates

? Create a detailed resume-like profile. They identify the types of roles they're interested in eg. role titles, function, entry-level, full-time, location etc.

? Select they want AI to generate an optimised resume / application.

? Select any roles or employers to exclude (for example, their current or past employers).

? Then hit go.

The apps search job platforms to identify roles that meet the candidate's criteria. Within the app, generative AI reviews the job ad requirements to optimise the candidate's resume / application. And submits. A personalised job application for every role, in bulk.

LinkedIn AI Hawk applies only to jobs posted on LinkedIn. But Lazy Apply, has automations for LinkedIn, Seek and Indeed among others.

Will they or other bots extend to graduate job boards? Time will tell.

How prevalent are bot applications? Here's a quote from leading Australian recruitment expert Ross Clennett. "At RCSA’s SHAPE 2024, held in Noosa last month, SEEK’s group executive of artificial intelligence Grant Wright said that SEEK’s technology was currently detecting the use of AI in around 20% of resumes submitted for vacancies posted on SEEK. Wright predicted this percentage would rapidly accelerate to around 50% within just six months. Wright also shared that more than 50% of current applications for vacancies posted on SEEK are driven by candidates acting on AI-generated personalised job recommendations that prod candidates to apply for specific vacancies."

What are the immediate implications for graduate recruiters?

If you've advertised your graduate program on Linkedin or Seek, have a look at the number of applications from those sources. If the growth is a lot higher than other channels, it's likely from applicants using bots.

That's not necessarily a bad thing. But it may result in lower quality applications. Or higher drop-offs when applicants who pass initial ATS screening decide not to go through further assessment steps.

But there will be many applicants who continue in the assessment process. This could lead to a significant increase in the employer's psychometric or video interview assessment costs.

For employers relying on resume key word screening, it's highly likely that technology will be a lot less effective as the applicant's bot AI matches the job requirements.

While employers with smaller application volumes, reviewed manually, could see a spike in applications.

"But applicants still need to get past psychometric testing and video interviews".

That's true. The job application bots don't do that. Well, Gen AI can for testing. Which is why testing providers have been scrambling to combat applicants using Gen AI on their assessments.

Some testing providers report that Chat GPT 4.0 performs at the following percentiles:

? 98th for verbal reasoning

? 73rd for numerical reasoning

? 70th for situational judgement

Bottom 1 percent for abstract thinking (due to its inability to interpret diagrams)

They "can ace question-based Personality Assessments for any role, by simply reading the job description"

Sources: Arctic Shores SacsConsult

Can Bot AI get through an applicant tracking system?

Technically yes, but the ATS providers response has been to implement captchas or other security measures to prevent bots from submitting applications.

Is GradSift vulnerable to Bot AI applications?

No. Because we don't rely on a resume to assess an application.