Lost in translation: Job seekers and recruiters are canceling out the benefits of AI

A little AI can be incredibly useful in the recruitment process, but too much AI could stunt any and all efforts to get applicants hired and positions filled. 

Forty-six percent of applicants are using AI programs like ChatGPT to write their resumes and their cover letters, according to a survey of over 1,000 current and recent job seekers from resume generation platform Resume Builder. At the same time, 30% of companies are actively using AI in their recruitment processes, according to data from workplace insights platform Smart Recruiter — and the overlap is making it impossible for both parties to get what they want. 

"Employers pick up AI tools such as resume screening and candidate matching to automate their processes and make things easier and faster," says Sara Gutierrez, chief science officer at talent insights company SHL. "But candidates are tired of their applications getting lost in the digital void of these massive AI-based hiring processes, so they've decided to use their own tools and it has led to an overwhelming volume of AI on both sides."

Read more: How job candidates can stand out in the era of AI

By leveraging AI programs, candidates can apply to many jobs simultaneously, and for now, it has yielded positive results. Seven in 10 who have used ChatGPT report a higher response rate from companies, according to Resume Builder, and 59% were hired after applying to a job using materials written by ChatGPT. But that trend isn't anticipated to last forever, according to Gutierrez. 

The subsequent surge in applications that stem from using AI in the application process can not only overwhelm a hiring system from the employer perspective, making it much harder for them to identify or engage with the best candidates, but it can also inherently create more competition for applicants as the use of AI becomes more popular. 

"They're looking to these tools to really give themselves an edge, but if they're relying on things like ChatGPT, we're seeing many candidates do the same," she says. "To that effect, when those tools produce a generic or like-sounding input across all the candidates, it's not really helping them make a mark or stand out."

Not to mention that when resumes and cover letters have too many similarities, it often results in applicants getting filtered out of the process by the very AI tools being used by recruiters to build the talent pools they intend to pull from. The solution, Gutierrez says, is for both sides to ensure the tech they invest in is purposeful instead of all-consuming. 

Read more: Don't overstep when it comes to using AI in recruiting

"If we're going to move beyond the bot versus bot dilemma, we're going to need technology that integrates the benefits of AI, but holistically," she says. "What we want is to get to the point where technology is providing an environment where we can integrate all the data that we can get from candidates and employers alike, and really get human-centric insights into that hiring process." 

Ultimately, the use of AI is beneficial for all. And while Gutierrez believes that the shift to a more human-centric approach will happen organically as AI continues to be experimented with and on, it will take some time. In the time being, she urges applicants and organizations alike to be their own checks and balances when it comes to the AI they're choosing to deploy. 

"From a candidate perspective, AI tools should enhance their application materials, but make sure you're putting your human spin on it, too — it's important that organizations see your flavor and personality shine through," she says. "On the employer's side, it's important to understand that there's a huge amount of talent sitting in front of you. If they don't fit one job opening, see the bigger picture and figure out if you can utilize them in a different way that might be a good fit for you both."