The use of generative AI by job seekers in the hiring process and what you can do about it

The use of generative AI by job seekers in the hiring process and what you can do about it

Insights into how job seekers are using GAI

While many companies are at least vaguely aware of the possibility of job seekers using generative AI to assist them in the application process, we now have some data-driven insights into how AI is being used by job seekers and its impact.

A very interesting study by Oriel Partners, alongside recent findings from other major surveys, reveals the impact of the use of AI by applicants:

  • ~50% of workers and students are using AI for job applications
  • Tools like ChatGPT are making an average of 14 embellishments per CV
  • AI-enhanced CVs score 13% higher in automated screenings
  • People are using GenAI tools to pass psychometric tests

But here's where it gets really interesting:

  • Those using paid AI tools are more likely to pass psychometric tests
  • Younger applicants are "highly adept" at using AI and avoiding detection
  • Paid AI usage correlates with higher socio-economic status, potentially widening existing inequalities

There's nothing wrong with using GAI to help with writing resumes - it's really no different than using traditional resume writing services. In either case though, it's important that the resumes people use and submit for job applications are accurate, and GAI tends to embellish skills and accomplishments. Perhaps the people using these solutions aren't being careful to review the output, or they simply don't care and hope the embellishments give them an advantage in the application process.

In preparation for my presentation at the URx conference earlier this year, I performed some testing and found it fast and easy to use a number of generative AI solutions on my phone to help answer example psychometric and cognitive assessment questions, including pattern matching/completion.

And perhaps you've seen any of the number of videos on various social media platforms that demonstrate solutions that allow virtual interviewees to have GAI listen to live interview questions over Zoom, Meet, Teams, etc., and practically instantaneously produce answers that can be used to help respond.

As Jamie Betts from online assessment provider Neurosight puts it: "We're seeing the most significant level of turmoil on the employer side that has ever existed."

This raises some tough questions

The use of generative AI by applicants to write their resumes and customize them for specific jobs, to complete assessments, and even assist with virtual interviews raises critical questions:

  1. Is AI creating unfair advantages for some and disadvantages for others in job hunting?
  2. How can we ensure equal opportunities when AI tools aren't equally accessible or when comparing people who are using AI to those who aren't - and we don't know who's who?
  3. Are we inadvertently discriminating against certain groups?
  4. How can we fairly AND accurately evaluate applicants when the use of GAI will only continue to increase?

It's time to take action

It's actually past time to take action, but it's never too late.

Deter, Design, and Detect is an enhanced "3D" approach companies can adopt to adjust to the new reality of applicants using GenAI.

Deter: Develop clear guidelines on the acceptable use of AI in applications, assessments and interviews, and communicate these policies transparently to all applicants. Use examples from companies like Anthropic and Canva as benchmarks. Ironically, you can use GenAI to draft your initial acceptable use policies, then refine them with human expertise.

Design: Design your application, assessment, and interview processes to minimize or neutralize the advantages of using GAI in the hiring process unless its use is explicitly allowed:

  1. Delve into nuanced resume evaluation methods that go beyond simple keyword-matching
  2. Develop practical assignments to showcase real skills that can't be easily completed using GAI, clearly specifying which parts must be completed without AI assistance
  3. Designate specific tasks where applicants can demonstrate their skills in collaborating with AI, showcasing their ability to leverage AI tools effectively
  4. Devise scenario-based interviews to assess problem-solving abilities and focus on personal experiences, situational judgments, and real-time problem-solving
  5. Design interview processes that deliberately leverage the benefits of in-person, face-to-face interactions.
  6. Consider the use of digitally verifiable credentialing to authenticate qualifications

Detect: Implement strategies to identify the potential use of AI in applications, assessments, and interviews.

  1. Consider deploying GAI content detection software
  2. Explore proctoring solutions for assessments and interviews
  3. Drill your hiring teams on recognizing the use of AI in the hiring process and dedicate more human oversight to the review process, especially for key positions
  4. Delve deeper into resumes and interviews to verify claimed skills and experiences

By adopting this enhanced 3D approach, companies can:

  • Discourage misuse of AI in applications, screening, and interviewing
  • Diminish unfair advantages/inequity while recognizing valuable AI collaboration skills
  • Distinguish between genuine individual capabilities and AI-enhanced content
  • Discover candidates who can effectively balance personal skills with AI utilization

AI augmented applicants = the new reality

Adopting this kind of approach acknowledges the new reality of the use of GAI in the application process while striving for a fair assessment of each candidate's true abilities and potential.

The rise of GAI use in the job application process is not just a trend—it's a paradigm shift in recruitment. As hiring professionals, we must evolve our practices to ensure fair, accurate, and effective evaluation of candidates in this new landscape.

What steps is your organization taking to address this challenge? How are you balancing the assessment of individual skills with AI collaboration abilities?

Benjamin Figdor

Talent Acquisition Specialist

1 个月

Glen Cathey Do you know of ATSs that integrate AI detection tools? Would be interested to know if ATSs can flag AI generated CVs

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Sri Gowri Balasubramanian

Strategic Sourcing Specialist @ Telstra | Talent Acquisition

1 个月

Glen Cathey Agreed with your pointers. When Organisations can use AI/ any latest technology to screen, filter and shortlist applications, it is not a crime for candidates to use them as well. The line to draw here is as to what extent that AI can take over human touch. If candidates can use AI to score in interviews, it is them who would find it difficult in the real work environment when thrown with challenges. Any technology can be used to better our life or otherwise. Keen to watch out on where companies and candidates are marching ahead with this boom !!

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Alexandra Gyetvai

Backing great minds bring vector computer live

1 个月

I don’t think this problem started with the rise of AI, it began when we stuck to "written docs" based selection. Those who could write well and tailor their resume to fit a specific job description were always at an advantage. That’s why I find this topic so fascinating, exploring alternative solutions like the ones mentioned in the article, such as practical tasks that aren’t easily handled by AI. (While I believe it's crucial to use certain AI tools in our daily work, I definitely wouldn't dismiss the idea of someone using existing AI tools to get things done during a selection.)

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Stanislaw Wasowicz

Dot connector | Creating a culture of collaboration | Automating white collar labor at scale | 6:38

1 个月

The only scalable response to candidates using AI is is hiring teams using it as well. This means that we’re moving towards a world where much first and later all of the hiring process will be agents from both sides interacting with each other to determine fit and automatically taking action accordingly. This could very well mean that some point their will be no searching, interviewing, reviewing or even choosing by humans involved. Individuals moving jobs and hiring managers accepting them, without ever speaking, because they both trust their AIs having made the right choice. As if they were chideren being taken to their parents somewhere. The primary businesses to support both sides, in my opinion, are staffing businesses, because of their helicopter via of the labour market, sector/industry/vertical specific knowledge and existing relationships with both sides already. They need to transform to becoming technology companies to achieve this. Same way that Nintendo moved to making game consoles and software in 1977, after selling playing cards since 1889. Staying in entertainment, but becoming 100% about technology. Staffing business can stay in employment but need to become 100% about technology to remain relevant as well.

Alex Libre

Hiring world-class technical talent for early-stage startups; emphasis on AI/ML. | ex-Google, Anyscale, Grammarly, etc.

1 个月

I would bet money that much (most?) of this post about the dangers of candidates using LLMs to help them prepare was itself written by an LLM, or at least utilized for it. Humans don't use the word "delve" that much in normal writing or speech…

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