Among many functions businesses perform today, the role of technology and AI has entirely revolutionized the recruitment process. It is a perfect example of how life has changed with AI's increasing influence, especially when job seekers are applying for positions with AI-generated resumes and cover letters. But is this attitude prevalent among the HR leaders? The answer is yes, but we have to consider both the problems and the possibilities AI offers for recruitment.
AI as a technology is slowly finding applications in almost every field, and that is true for recruitment as well. As stated by Zety’s Future of Work report, HR managers employ a surprisingly ethical approach to AI technology - 58% of them see the application of AI in job applications as ethical, and 42% believe it has skeptics.
To begin with, a vast majority of HR leaders around the world support the idea of job candidates employing AI in certain processes: 66% approve of AI being used to create resumes, another 66% agree with using AI to draft cover letters and 59% are even fine with tasks concerning the actual submission of the job applications. This demonstrates a greater willingness of HR practitioners to accept the use of AI tools.
The relationship between AI and recruitment extends beyond job seekers. Organizations are increasingly using AI in their hiring processes to improve efficiency and reduce bias. According to Gartner’s 2024 report on AI in HR, 43% of HR leaders are planning to implement generative AI in HR service delivery solutions, such as employee-facing chatbots, by the end of 2024. Another 42% are focusing on applying AI in HR operations, including administrative tasks and policy management.
This widespread adoption underscores the dual role of AI in recruitment: as a tool for both employers and candidates. While employers leverage AI to screen resumes, assess candidates, and automate routine tasks, jobseekers use AI to refine their applications and gain insights into potential interview questions.
Nonetheless, issues remain. The same report noted that 35% of HR leaders feel that using AI tools too much might produce applications that are cookie-cutter or lack personality and perhaps hamper the chances of individual candidates being noticed.
AI has indisputable benefits for job seekers despite these reservations. With the use of programs like Grammarly, Resume.io, resumeworded, and ChatGPT, applicants can:
Addressing the subject from the perspective of HR leaders, it can be argued that the employment of AI by job seekers has both positive and negative implications. To begin with, employment of AI can facilitate the job-seeking experience and increase the overall standard of applications, however, the issues of fair play and openness are raised. For example, do applicants need to mention whether they have engaged AI to assist them with the creation of the application material? And if the case is affirmative, how would this affect the hiring managers’ judgment when evaluating the competence of the applicant?
A 2023 survey by the HR Research Institute discovered that 46% of HR leaders consider it necessary for candidates to insist on disclosing the AI tools they used. Yet only 27% of the job seekers shared this view owing to fears of discrimination against them.
With AI entering the recruitment stage of any business, the success of its utilization is going to rely on proportionate measures. To an HR leader, this means:
The use of AI in recruitment is reshaping traditional dynamics. Jobseekers must use AI responsibly to enhance applications, while HR leaders strive for ethical, transparent practices that align with fairness and innovation, fostering collaboration between candidates and organizations.