AI and Recruitment: Part 1
Did you know that 46% of applicants use AI to fill in application forms? *
A.I. tools will rewrite CVs in flawless prose; it will quantify achievements they people ‘forgot’ to mention and even fill employment gaps with plausible explanations. A.I. can draft cover letters that mirror an employer’s corporate tone of voice. If it’s not spotted in interview, you end up hiring someone who isn’t the best person for the job and may be someone who can’t do the job at all. The problem for employers is that applicants can present A.I. polished CVs that effectively mask skill gaps.
When looking at these ‘digitally polished’ applications, cover letters look exactly the same, using the now familiar AI generated phraseology, and CVs are so similar that they are often assumed by recruiters to be originating from scammers and other impersonators. AI bots are peppering generated CVs with keywords founds in the job posting, when they are not copying and pasting entire sections of the job specification.
What can we do as employers to overcome these potential issues?
The increased use of artificial intelligence in recruitment means you need to rethink your screening process. We should start rethinking assessment relative to skills and roles. More specifically:
1). Embed more pre-qualification assessments or simulations before you spend time reviewing the application (e.g., role-relevant assessments, skills quizzes, situational judgement tests, etc.) early in the process to make sure that candidates meet basic requirements. In essence you are asking for proof of ability.
- Reduce reliance on pre-submitted documents like CVs. Place greater emphasis on tasks completed under live conditions. E.g. give them a task to do, in a room, when they come for interview. Give them a laptop without connection to the internet and don’t let them use their phone. It sounds laborious, but the result of that task will be way better than the answers given in interview, where the candidate has probably run through 20 mock interviews for your company using ChatGPT to ask the questions.
You can do this online as well. Pair the candidate with the hiring manager for 30 minutes on Zoom or MS teams. Give them a scenario and ask them to provide a solution to it. Focus on the candidate’s reasoning, questioning, and rapport – these are all human qualities that A.I. cannot fake. Or give them a question that needs a five-minute written response, with cameras on and screen-share active, which makes it much harder for them to access A.I. help.
- Put an honesty confirmation in the offer letter. For example: “You confirm that all information and documentation you provided during the recruitment process is true, complete, and not materially misleading. If any statement is later found to be false or incomplete, the Company reserves the right to withdraw this offer or terminate your employment without notice and recover any losses arising.” You can use a digital tick-box if using an e-contract portal – that gives you an auditable record. Use automatic reminders in the probationary period, e.g. in months 2 and 4, to prompt the line manager: “Have any discrepancies surfaced?”. If you find any falsification, act fast – use the honesty clause and end the employment.
- Ask the candidate. There’s nothing wrong with asking the candidate if they used A.I. e.g. “We recognise many applicants use generative AI tools (e.g. ChatGPT, Copilot, Gemini) to help draft CVs and responses. Did you use AI assistance for any part of this application?” e.g.
Yes – entire submission
Yes – partial (tick all that apply): CV / cover letter / assessment answers
No
If ‘Yes’, please describe briefly how you used the tool (e.g. spelling, structure, initial draft)”.
This normalises disclosure.
*Ref: (https://beamery.com/resources/news/the-ai-employment- revolution-over-half-of-job-seekers-in-uk-have-noticed-ai-used-during-recruitment- process).
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