The use of AI by candidates in job applications is rising. And recent UK data shows over 90% of undergraduates are already using AI tools in some form, so it’s perhaps in early career applications that it will be seen the most.
Some employers don’t have any strong view on this, and are happy to take applications with or without use.
Others see use as a positive, and an indicator that the applicant is switched on and innovative; though It can depend on the extent that it’s used. And some see it as unauthentic, or even as cheating.
I’ve heard both views many times, and it seems that they are evenly split, as one report shows 49% of businesses to have no problem with candidates using AI, to some extent.
So how is it being used? There are some positive ways (for example editing and research); other uses can split opinion (cover letters and personal statements). And it can also be used in potentially negative ways, such as completing tasks and tests; employers who send these to be done at home may need to be particularly cautious.
It’s down to preference, and there is no right or wrong approach. But having a policy or guidance on use in recruitment can be good practice; especially where there is a definite view. Expectations are set: if use is not allowed at all for certain aspects, then candidates know they are cheating if they do use it. Or if limited use is allowed, they know where to draw the line.
Giving guidance on use will stop some from doing anything you don’t want them to; but others will continue. It’s not easy to stop, but someone who sees a lot of applications and task results can often spot something that is AI generated. And use of follow up questions can mitigate the risk to some extent.
The policy or guidance should be easily available; as a minimum mentioned in adverts, or emailed out at interview or task stage. And maybe shared in various places, such as the company website, application forms, and social media; particularly for the bigger graduate schemes.
It may not always be straightforward to have a consistent business policy if different views are held among those who make the decisions; for example, individual line managers who may ultimately make the decision on who to hire. So one option may be to approach it on a case by case basis.
Even if it’s not anything formal, it could be as simple as adding a note to adverts that says something like ‘we want to hear from you as an individual, so please do not use AI to write your personal statement or cover letter’. Or alternatively, ‘as a business we value the ability to use AI, so please feel welcome to use it to help with your application’. Or adding something along these lines to a task: ‘this task is to assess how you think and approach things; using AI will give false results so please do not use it, or you will be immediately disqualified’.
Where there is no policy or guidance, students and graduates may need to use their own judgement; I would advise caution if they are not sure, and use it sparingly. And common sense is needed; an employer told me that once he did a Teams interview where the candidate was typing the questions onto a Laptop and using AI to generate answers. To be fair, he had probably not been warned not to do this, but you may think it would have been obvious.
Or maybe not- which is why a policy or guidance can prevent ambiguity.
Some students may feel they are disadvantaged in some way, or may even lose a bit of confidence, if they don’t use AI; but generations of students have managed well without it for years.
It’s important that students and graduates use AI positively, as a helpful aid, rather than a crutch to be relied on. They still need to think about things; including when applying for jobs; it can be difficult to be sure the job is the right fit if they are detaching themselves from the process.
The greatest acceptance of use from employers tends to be around CVs, where AI can help with light editing or checking. But overuse can backfire; personal statements (or cover letters) written by AI often sound flat and unnatural and do not read well. It takes away the personal touch, and often focuses on areas that are not the most important.
Employers are far less comfortable with AI use in interviews and tests, where authenticity and fairness are key. And there is some concern about authenticity, as only 15% of employers said they never suspected or identified candidates cheating.
Going forward, one report shows that 85% of employers are keen for universities to train students to use AI ethically in job applications; and in the workplace (87%).
What’s clear is that use will only increase, and more employers may need to consider how they respond. For my part, when working on a job I will be asking employers if they allow use of AI in the different stages of the application, interview, and assessment process, and making sure that candidates are aware.
*stats taken from a range of reports.
#talentacquisition #graduaterecruitment