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We've all asked a friend or career counselor for resume writing tips or help completing a job application. So is using ChatGPT as a sounding board any different?
“If you’re bouncing ideas off of others, you’re going to end up with a better solution,” said Polly Harris, vice president of human resources at Union Pacific. “I know that folks, when they apply for jobs or brush up their resume, get somebody who's really competent in that area to assist them. Right now, I think that's very similar to if they were to use AI.”
Not everyone in HR agrees. According to a March 2023 survey by HR software company iCIMS, 39% of HR professionals say a candidate using AI to write their resume or cover letter would be a "definite deal-breaker." However, a quarter of employers themselves are using AI and automation in hiring and recruitment, and many more plan to embrace the technology over the next five years, according to a 2022 report by the Society for Human Resource Management.
With the use of AI in HR likely to keep growing, Harris believes it shouldn't be an issue if applicants use AI to help them better represent their experience or amplify their qualifications when applying for jobs. Still, HR experts have some advice to address employer concerns.
Assume That Applicants Are Using AI
More companies are using AI to write job postings, screen applicants, identify candidates, assist with interviews and make hiring decisions, said Jaune Little, director of recruiting services at Insperity. AI can make these tasks more efficient and remove “some of the administrative burden.”
So, it should be expected that applicants also use AI to make applying for jobs more efficient, Little said. “I think if companies are going to implement it into their processes, it should be OK for a candidate to use it.”
Many applicants are already using the technology. According to the iCIMIS report, 47% of 2023 college graduates are interested in using ChatGPT and other AI bots to write their resumes or cover letters, and 25% have already used AI.
Union Pacific uses AI to screen applications to ensure they meet the requirements outlined in a job posting and to schedule interviews. The company also recently launched an AI chatbot to answer applicants’ questions and help them navigate the hiring process. Harris said the number of completed applications has doubled in the last month as a result.
“We use AI to be more efficient in our hiring process and the applicant experience,” she said, especially as the company receives a large volume of applications.
Union Pacific offers applicants an AI tool to automatically convert their resume to an application, speeding up the application process. The company does not have any policies dissuading applicants from using AI to write resumes or complete job applications.
“Being a company that strongly embraces technology, we love it when applicants do the same,” Harris said.
Related Article: How AI Can Help Map Your Talent
Create Best Practices for How Applicants Can Use AI
The best use of AI is to create efficiencies, “not fully take over the writing of your resume or application,” said Little. “It can be a great way to get your brain thinking, to get words on paper.”
AI can help applicants incorporate a job posting’s keywords into their application, which can get them through the initial screening process, as well as check for spelling and grammatical errors and condense information, she added.
But, Little cautioned that applicants still need to proofread any application completed with AI to make sure it reflects their unique personalities and accurately reflects their experience.
Copying and pasting AI-generated content isn’t a good idea, and can raise potential copyright and intellectual property issues, especially since the technology is still evolving, said Matthew McSpadden, founder and CEO of Weld Recruiting.
“We have to be careful of using exactly what your computer spits out because they might determine in a court in 10 years that it belongs to the computer, not you,” said McSpadden, who’s developing a resume-writing course that incorporates best practices for using ChatGPT and other AI tools.
Opinions and regulations regarding AI will continue to evolve as it becomes more widespread, Little said. For instance, New York City recently implemented a law requiring employers to disclose if AI is used in the hiring process to ensure there’s no unfair bias in hiring.
Still, she doesn't think job candidates should be required to disclose if they’ve used AI to apply for a job. Companies that are concerned about it should create policies for how to handle AI-created job applications.
Related Article: Generative AI Writing Job Descriptions: Adult Supervision Required
Keep Hiring Personal to Minimize Concerns Over AI
It can be hard to tell if an applicant has used AI to write their resume or fill out a job application, and even harder to prove. Little said some signs to look for include excessive repetition of words, dry or robotic language or applications that lack details or personality. Another sign is if an applicant just seems too good to be true.
“I do understand the frustrations or the distaste of a candidate using AI 100% of the time,” Little said. “That hiring manager may feel, ‘Well, if they’re using it to just get the job, are they going to use it in their role to do their job daily?’”
That’s why the human element remains important in hiring and recruiting, she added. During a phone call or in-person interview with a candidate, HR teams can easily tell if the applicant’s communication style, experience or skills match what’s on their resume.
Harris agreed: “I wouldn’t rely 100% on an AI tool to render a decision. Ultimately, the decision-maker should get that face-to-face human interaction with candidates.”
With so much interest in AI, McSpadden said it may be difficult for companies to prohibit people from using the technology when applying for jobs. Concerned companies and recruiters should therefore proactively release information about the best ways for candidates to use AI to apply for jobs at their organizations.
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“That would be more beneficial than saying, ‘No, don’t use it,’” he said. “People are using it. People are going to continue to use it. The Pandora’s box has been opened.”
