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AI is transforming job searches for both candidates and recruiters.
But with all the tools that make the application process easier and faster than ever, there are traps you can fall into.
Andrea Miller, the founder of LeadWell Company, a global leadership consultancy that helps organizations navigate the future of work, told Business Insider that while AI can save time and effort by streamlining applications, optimizing resumes, and improving interview preparation, it also comes with some challenges.
"Generic, AI-generated applications can fail to stand out," Miller said, "And relying on AI without reviewing its output can lead to mistakes or misrepresentations."
Recruitment and AI pros explained to BI the dos and don'ts of using these tools and how candidates can make the most of the technology available when job hunting.
James Uffindell, the founder and CEO of the graduate recruitment platform Bright Network, told BI that AI can be very advantageous in the job hunt, especially for underrepresented and neurodiverse candidates.
"It helps level the playing field by offering better preparation opportunities, such as practice assessments and mock interviews, that may not have been otherwise available," he said.
Candidates can take advantage of many tools, such as CV builders like Kickresume and mock interview platforms like Interview Warmup by Google. Indeed's Pathfinder also helps people discover career paths that fit their skills.
Jason Heilman, the senior VP of product, automation, and AI at the staffing industry software company Bullhorn, told BI the company has a screening agent where candidates can conduct their first interview with an AI — something that could one day replace resumes entirely.
"You really get to see so much more," Heilman said of the technology. "It unlocks so much more of the person's potential beyond what a résumé could ever capture."
Heilman said it benefits candidates to be responsive and open to changes, even if it feels a bit strange at first.
"Be willing to try out these screeners," he said. "Lean into the opportunities to respond, and lean in when you are faced with new AI tools like this."
Cori Lunnen, the VP of recruitment marketing operations at HireClix, told BI that candidates should not hesitate to use AI tools to create a résumé, cover letter, or portfolio.
"The future is undeniably AI-driven," she said. "So some recruiters will want to see examples of how a candidate can successfully integrate AI-generated content with their own creativity."
The goal should be to use AI as a starting place, Lunnen said, "but then ultimately create something more unique or tailored to the opportunity it's designed to engage."
According to Jennifer Burns, director of career development of Cornell University's executive MBA program, learning to put in the right prompts is crucial.
She advises candidates to put their resumes into ChatGPT along with the job description and ask a question like: "What are the 10 most important skills and keywords a hiring manager will look for to fill this role?"
"For the most useful output, you want to begin with input. For example, you can provide details such as your degree, your major, and your past experience," Burns told The Wall Street Journal.
"You can also input information about your major accomplishments, some of your highlights, and what motivates you, thinking about what you're good at and what you like doing. Then, after you share that information, you can ask specific questions."
Burns said AI tools can also help you determine good questions to ask at the end of the interview.
But she warned that candidates must ensure that everything makes sense and that they have a thorough understanding of the role. "Just putting in keywords for the sake of putting them in to match a job description isn't going to serve you well," she told the publication.
On the recruiter's side, implementing AI can free up mental bandwidth, previously dominated by administrative tasks like scheduling, so recruiters can focus on providing a better experience for the candidates who move to the next stages.
But this has its downsides too. Uffindell said some recruiters are seeing a 500% increase in the number of applications, which makes it important to still stand out.
"It's important to view AI as a tool to support, not replace, your own words," Uffindell said. "While AI can help streamline the process, relying on it too heavily can lead to generic applications that fail to showcase a candidate's unique qualities."
Vrijen Attawar, a former career coach and now the founder and CEO of the AI-powered career guidance platform Careerspan, told BI that in this current environment, candidates should apply to fewer jobs so as to "not contribute to the application spam pile."
"Avoid the temptation to use easy apply or other similar tools to apply for jobs," he said. "Instead, save your time and sanity for the opportunities you can verify are real and excite you."
All AI tools have limitations. Some make things up or exaggerate information, so it is a candidate's responsibility to proofread everything and ensure it is accurate before submitting an application.
"ChatGPT 4's knowledge cut-off is April 2023, for example," Uffindell said. "So any major industry updates or company changes since then won't be included in ChatGPT outputs, so you'll need to do your own research, too."
Uffindell said personalizing each application to the specific role is still crucial because employers are looking for candidates who can communicate their strengths well and who have good soft skills.
"The strongest applications will combine AI's efficiency with the candidate's own knowledge," he said. "Showcasing not only the right skills but also the ability to navigate AI's limitations."
