The language program developed by the US company OpenAI is based on artificial intelligence.

PHOTO: Scanpix

After initially warning that using AI could misrepresent jobseekers abilities or lead to an overload of applications for employers to deal with, top recruiters are now urging candidates to use artificial intelligence tools in the job application process.

Artificial intelligence for job applications

Several international recruitment companies now offer AI tools designed to help candidates write CVs and cover letters, as well as to search for job opportunities. This signals a growing acceptance of the technology among employers.

James Barrett, managing director at recruitment company Michael Page Technology, says it’s important for candidates to adapt to the developments and trends in AI usage. His company is “well down the path of established AI usage,” and he added that “when used correctly, AI tools can help an application progress to the next stage.”

Sebastian Dettmers, chief executive of European recruitment company The Stepstone Group, agrees that candidates are wise to use it, “as long as [it] supports you in showing the best version of yourself in terms of what’s required for the job”.

How recruiters use AI

The growing popularity and use of these types of tools is partially a consequence of recruiters themselves using AI tools to scan applications for keywords. Tools made for candidates to use often boast of their ability to “easily pass ATS scans”, referring to the screening software used by recruiters.

Jobseekers have been quick to adopt AI technology in their endeavors, but it varies by generation. 57% of Gen Z workers use it to help with CVs, cover letters, and applications, according to a Randstand survey, while the figure drops to 40% for millennials, 21% for Gen X workers and 13% for baby boomers. These percentages mirror general trends of technology adoption, with younger generations usually at the top of the list.

Striking the balance when using AI

While these tools can help candidates highlight and articulate why they are a good fit for the roles they’re applying for, overuse of AI in applying for jobs can harm their chances overall. Kelly-Ann Mallon, head of student employability at the University of Manchester, mentions that some employer systems filter out fully AI-generated applications, and human recruiters will not be impressed by generic submissions.

Candidates need to be careful to ensure that their own personality and qualities shine through in their applications, and should not misrepresent their own abilities by using AI to handle assessments that are part of the application or interview process.

- With the help from Patrick Conroy ir Silvija Aksiutinaitė

Changing views on AI in recruitment

Views like this are becoming more common in the recruitment industry, signalling that large language models are being acknowledged as a necessary part of job hunting. The Stepstone Group offers a tool creates cover letters for candidates, using their CV and a job description. It has been used 2.6 million times in the past year.

There are many similar tools available for jobseekers, like those made by Kicksresume, who specialise in AI-assisted CVs and cover letters. LinkedIn have also introduced an AI tool that assesses how well-matched users are for certain jobs based on the skill and experience information from their profiles. It also drafts cover letters and gives feedback on their CVs.

90% of users who tried the features found them helpful, according to LinkedIn, and the social network plans to add to their offering of AI tools in the future, for both paid and unpaid users.

AI can act as a virtual interviewer to help you prepare for a job interview.

PHOTO: Depositphotos

The use of artificial intelligence in companies

SOURCE: Eurostat

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