The rising use of artificial intelligence (AI) in the job application process has raised concerns among recruiters, who argue that it is compromising the authenticity of candidates’ submissions. Many job seekers are increasingly relying on AI tools like ChatGPT to craft their applications, leading to a surge of generic resumes that make it challenging for employers to identify suitable talent.
Recruiters have taken to platforms such as LinkedIn to voice their frustrations. In a recent post, Simon Mooney, a cybersecurity recruiter based in Sydney, highlighted a common phrase appearing in AI-generated CVs: “Spearheaded.” He questions the use of such terminology, emphasizing that it lacks the personal touch that employers value. Mooney stated, “I actually become more interested when I see a profile that’s clearly written by the person themselves. When the outcomes are personal, the wording is human, it shows authenticity.”
According to recruitment agency Hays, approximately 20 percent of job applications received for advertised roles exhibit clear signs of being generated by AI. These indicators include inconsistencies, such as American spelling used in Australian applications, and vague claims of exceptional performance that are not substantiated by the applicants’ work history. This phenomenon has led to a recruitment landscape hampered by volume rather than quality, as Matthew Dickason, head of Hays Asia Pacific, explains.
Dickason pointed out that while AI can produce articulate text, it often lacks authenticity. “Job candidates just aren’t spending the time to put together a quality application that addresses the specific requirements of the role,” he said. He also noted that applicants frequently fail to clearly articulate the benefits they bring to the position, resulting in a general lack of authenticity in many submissions. “What we’re finding is more job applications flooding the market and yet fewer suitable candidates,” Dickason added.
Interestingly, job seekers in the United States are taking AI usage a step further by creating AI likenesses to participate in video interviews, hoping to create a more favorable impression. According to Dickason, this has led to situations where interviewers have had to ask candidates to demonstrate their humanity by putting their hands in front of their faces, as bots cannot replicate such actions.
In response to the growing trend of AI-generated applications, employers and recruitment firms are implementing measures to ensure candidates are human. “We have spent years removing the friction in the process of applying for a role, but now we’re putting a bit more friction back into the process,” Dickason explained. This includes steps such as requiring candidates to submit a video talking about the role, aimed at reducing the incidence of AI usage.
While utilizing AI to assist in job applications can be beneficial, Dickason advises candidates to invest time in customizing their submissions for the specific role they are applying for. He emphasizes the importance of personalizing AI-generated content to ensure it remains accurate, relevant, and reflective of the human skills that employers prioritize, such as collaboration and teamwork.
As the landscape of job applications continues to evolve, it is becoming increasingly clear that authenticity remains paramount. Recruiters are poised to continue seeking out candidates who present their true selves, rather than relying solely on technology to craft their narratives. Ultimately, an effective job application should highlight not just technical skills, but also the human qualities that resonate with potential employers.
