Many people use AI to facilitate or streamline their job search. When Jobbland investigated recruiters' views on candidates who use AI in job applications in the spring, 44 percent answered that they got a worse impression of the candidate. At the same time, 43 percent stated that they used AI services to write job advertisements.
It's hard to handle the pressure of applications but also to distinguish between candidates, says Anita Rae, labor market manager at the job search site Jobbland.
The industries that were most negative about using AI in job applications were professions that required a lot of customer contact and communication skills.
This type of property can be a bit difficult to get through in an AI-generated application.
Many similar applications
Anita Rae says that job applications where the candidate has used AI to generate the text will continue to become more common and that recruiters must adapt.
It may happen that you get very similar applications, if they are generated through AI, she says and adds:
As a recruiter, you can make it easier for yourself by having, for example, more competence-based selection methods. It reduces this bias against AI-created texts.
Use but edit
Despite the fact that many recruiters are negatively inclined to candidates using AI in job applications, Anita Rae thinks it's a good tool. She recommends job seekers to use the tools to streamline the process.
We know that job searching is very time-consuming, it's also quite lonely.
At the same time, she emphasizes the importance of adapting and editing the texts produced with the help of AI.
This type of tool does not know you as a candidate and does not have your voice. Edit and create your own language in the application itself. Then it feels more personal.
While many recruiters are skeptical of the use of AI, Anita Rae wants to highlight that recruiters themselves can utilize AI. Among other things, by automating tasks that they otherwise wouldn't have had time for.
One can give personal feedback on the application for candidates who have not made it all the way. I would say that would be very positive if you could handle it in a better way as a recruiter.
