Not only are companies leveraging AI, but many job seekers are also utilizing AI to secure a competitive edge in hiring !
Nicolas BEHBAHANI
Global People Analytics Leader | Future of Work | Leading Global HR Analytics, Driving Business Growth
?? Many job seekers are effectively utilizing AI to secure a competitive edge in hiring.
?Among those utilizing AI, 83% report having used it to embellish or falsify their abilities on resumes, cover letters, job applications, or skills assessments.
?? Job seekers that use AI complete more job applications and are 53% more likely to receive a job offer than those that don’t use AI.
?? Approximately 30% of job seekers have utilized AI to complete test assignments or skills assessments, the same percentage have employed AI to generate answers for interview questions, and an equal number have used AI to apply to job openings, according to a new interesting research published by Capterra using data ?? from a survey of nearly 3,000 job seekers from 12 different countries.
?The majority of job seekers are now utilizing AI to aid in their search.
?? Researchers found that 58% of job seekers are currently using tools like these in their job search, and an additional 24% intend to use them in the future.
The reasons for the increased use of AI include:
?? Staying competitive: With 82% of respondents believing it's likely that others applying for similar jobs are using AI to enhance or inflate their applications, job seekers might feel compelled to use AI to remain competitive.
?? Achieving more success: The top benefits of using AI in job searches, according to the respondents, include the ability to apply to jobs more quickly and to present themselves as more impressive candidates.
?AI tools can assist job seekers in applying more quickly.
Researchers have also identified the top benefits of AI for job seekers:
?? Applying to jobs more quickly (24%)
?? Appearing as a more competitive job candidate (23%)
?? Applying to a greater number of jobs (20%)
?? Staying competitive with other job seekers using AI tools (19%)
?? Overcoming ATS filters
?? Researchers provided some ways that organizations can reduce the likelihood of AI cheating in their recruiting pipeline and successfully flag AI content when it appears:
?? Make clear to applicants what AI uses are considered unacceptable
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Of the job seekers in our survey who don’t use AI, 21% express concern that using AI tools could be perceived as cheating by an employer
?? Fight AI with AI
If job seekers are flooding your inbox with AI-generated applications and resumes, reviewing each one manually will take too much time and delay your hiring decision.
?? Ditch phone interviews
Job seekers will be more inclined to use AI teleprompter tools to feed them the right answers in interviews if you can’t see them.
?? Use an AI content checker
Despite concerns about AI cheating, popular AI content generators, such as ChatGPT, have been reluctant so far to release tools to identify AI content
?? Lean more on references
If a candidate says they have certain experience or a specific skill, the best way to confirm if they really do is through references.
?? Dedicate more time to candidate screening and evaluation
The less time that hiring managers dedicate to recruiting, the more likely they will rely on easily-fabricated content such as resumes and cover letters to evaluate candidates.
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This insightful study highlights a concerning trend among job seekers who occasionally cross the line by using bots and other AI tools to conceal skill deficiencies. This represents a fresh hurdle in the talent acquisition battle and poses a significant challenge for recruiters, hiring managers, and small-business owners who strive to swiftly assess and recruit the top candidates.
I was recently challenged by a candidate who used an AI tool to answer my questions, which I quickly identified even during a video call. He then admitted that if recruiters are using AI, he wondered why he couldn't do the same.
For employers aiming to hire the best candidate for the job, the use of AI by job seekers presents a complex issue. Not only is AI-generated content or assistance difficult to detect, but some of the ways AI is utilized by job seekers may not necessarily be harmful to the candidate evaluation process.
?? Thank you Capterra researchers team for these insightful findings:
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Head Human Resources - Marketing
4 周Thanks Nicolas BEHBAHANI for sharing yet another interesting paper on AI. In the evolving AI landscape, recruiters are set to come out ahead, despite job seekers leveraging AI to optimize resumes and interviews, sometimes crossing ethical boundaries. 1. **Job Seekers’ AI Use**: Candidates may use AI to enhance applications, but this can lead to ethical concerns, such as AI-generated responses or misrepresentation. Recruiters will face increasing challenges in identifying genuine talent. 2. **Recruiters’ Response**: To combat this, organizations can also adopt use of cognitive and psychometric assessments that are harder to manipulate. For leadership roles, **leadership assessments**, **assessment centers**, and rigorous **reference checks** will provide a deeper evaluation of candidates’ true abilities. By using AI-driven tools to screen applications, detect misuse, and validate credentials, recruiters gain a clear advantage. Ultimately, while job seekers can leverage AI, recruiters will maintain control through enhanced, tech-driven hiring practices that ensure fairness and accuracy.
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
4 周Fascinating and insightful! It emphasizes the need to shift from a reactive to a proactive approach in recruitment. Employers should not just focus on detecting AI use but understand why job seekers feel driven to use it. This requires redefining recruitment processes to prioritize skills assessments, real-time problem-solving, and value-based interviews that value candidate authenticity over polished presentations. AI literacy training for recruiters can help distinguish genuine skills from embellished ones, and investing in AI tools that detect inconsistencies between AI-generated content and actual performance will be crucial. Thank you for sharing these valuable insights!
Fascinating insights, Nicolas! The rise of AI in both recruiting and job seeking is certainly reshaping the landscape. While it's understandable that candidates want to gain a competitive edge, using AI to embellish or falsify skills brings up significant ethical concerns. I guess, the challenge now lies in finding that balance—leveraging AI for efficiency while maintaining the integrity of the hiring process. Do you think the use of AI will ultimately create a fairer playing field, or will it deepen the complexity of recruitment? #AI #Hiring
I offer HR professionals & leaders realtime the right insights so they don’t waste time and energy but stimulate ownership in building a culture where every generation is performing well & being well
4 周Nicolas BEHBAHANI the more I use AI myself the more conscious I become for what occasion to use it. I see people who challenge ChatGPT and are going after an outcome they have already in mind. Followed up by a lot of stress if they don't find what they expect. So use it for the appropriate situation. In my opinion to create visions, a new future and to describe feelings and thoughts you always need your natural brain power.
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
4 周As an employability mentor at our local university I have seen AI used in the application process but the Assessment Centre has always been conducted at the organisations' premises where it is more likely that embellishment or false statements are likely to come to light when undertaking tasks set as part of the process. That said, with the introduction of remote working, I wonder if we will see more remote recruitment, in which case there will need to be recruitment processes that can weed out AI generated content that is misleading. Perhaps the interview process, if online, will need to be enhanced to 'dig deeper' into the candidates' experience and, as highlighted, 'lean more' on references received from previous employers. The latter may require a list of questions, pertinent to the skills required for the job, to accompany a request for references (the answers to be included in the reference provided by the previous employer). However, in the UK, the previous employer is not required (by law) to provide such detail in references, therefore I feel that retaining a face-to-face Assessment Centre is a must at this time. Great thought-provoking share Nicolas