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Top recruiters are urging job seekers to use artificial intelligence tools when applying for jobs, demonstrating growing acceptance of new technology among employers.
Several leading international recruitment agencies have begun offering AI tools to candidates, allowing a wider range of candidates to develop their skills by using them to create resumes, draft cover letters, and research job postings. We suggest that you can demonstrate this.
James Barrett, managing director at Michael Page Technology, said his company is “well ahead of the established path of using AI” in its recruitment process, adding: “It’s important for candidates to adapt accordingly. ” “When used correctly,[AI tools]can help take applications to the next stage.”
Sebastian Dettmars, CEO of European recruitment firm Stepstone Group, also advocated using AI “as long as it helps us bring our best selves to the demands of the job.” .
Such views indicate that large-scale language models are becoming accepted as a necessary part of the job search. This comes into focus following recent warnings from recruiters that automated applications can misrepresent candidates’ abilities or inundate companies with applications, complicating the process. It suggests that things have changed.
Stepstone provides candidates with tools to create cover letters from resumes and job descriptions, as well as a resume generator that has been used 2.6 million times in the past year. Such products join widely available tools from companies like Kickresume that specialize in AI-assisted resumes and cover letters.
LinkedIn, the career-focused social network, offers AI tools that assess a user’s suitability for a job based on skills and experience, help draft cover letters, and provide feedback on resumes. Masu. According to LinkedIn, 90% of subscribers who used this feature found it useful, and the company plans to announce the next version of AI Insights soon and roll it out to free users.
Such tools are one response to the use of AI screening techniques by recruiters. Stepstone’s CV generator refers to screening software built into applicant tracking systems that can rank candidates based on keywords, and claims to “pass ATS scans with ease.”
Survey data shows that a significant percentage of candidates are already using AI. About 57 percent of Gen Z workers say they use AI to write job applications, resumes, and cover letters, according to a study released this month by human resources group Randstad. For Millennials, this number is 40 percent, and for Gen X and Baby Boomers, it is 21 percent and 13 percent, respectively.
However, even this may be an underestimate. Kelly-Anne Mallon, head of student employability at the University of Manchester, believes the “vast majority” of students are using AI for tasks such as researching potential employers and writing applications. He said that
AI scans applicants’ job descriptions and resumes to identify the specific requirements of the role and generates a cover letter that “emphasizes and clearly demonstrates why[they]are a good fit for the role.” It can be done, Dettmars said.
This allows candidates to understand what the employer is looking for and express why they are suitable for the role. “This technology helps you present yourself to recruiters as you really are,” he added.
However, applicants must strike a careful balance.
“As more employers incorporate AI into their recruitment processes, it is wise to consider how CVs and cover letters will be evaluated,” says Amanda Witcher, UKI technology director at recruitment agency Hays. Masu. But she added that it’s “important” to adapt AI-generated content “to your own experience and adjust the language to reflect your style.”
Maron said some employer systems are designed to eliminate completely AI-generated applications, but human recruiters can be turned off by applications that look run-of-the-mill. Candidates must be careful not to be disadvantaged by AI.
Michael Stull, UK managing director of multinational human resources firm Manpower Group, said candidates should avoid using AI in assessments or otherwise misrepresenting their abilities. said. “You may be selected for a position that is not suitable for you.”
Dettmars said the risk of fraud is due to responsibility, not leading candidates to exaggerate their accomplishments, such as by suggesting they include skills listed in the job description but not on their resume. He said this shows the importance of certain AI systems. However, he stressed that this type of fraud is not caused by AI.
Recruiters say these guardrails were necessary because the use of AI is already widespread. “We need some openness and we need to be open to using technology on both sides,” Dettmars added. “You can warn people not to use AI, but they will still use it. You need to be prepared.”
