ChatGPT is changing hiring process

 

The use of generative AI in hiring processes is not new. In fact, since November 2022, anyone with an internet connection can use ChatGPT to generate anything in the written form. The AI chatbot can complete complex written tasks in moments, making it a creative tool to quickly produce efficient content. Jobseekers have reported benefits, including the ability to compose convincing cover letters or synthesize career details into a competent, bullet-pointed CV.

However, hiring managers are not oblivious to the use of generative AI by candidates. As the technology grows in sophistication, recruiters are aware that candidates may increasingly lean on generative AI to assist them. This could create a shift in job applications as we know them, moving recruiters away from the traditional modes of evaluating candidates.

But not all recruiters report the use of generative AI as a hiring red flag. Adam Nicoll, Group Marketing Director at recruitment and job-consulting firm Randstad, based in Luton, UK, says that time-poor hiring managers may be unlikely to distinguish between a cover letter written by a candidate and one generated by AI. According to Nicoll, the language generated by ChatGPT reads clean, if formulaic, compared to most cover letter writing. There are no red flags, but there is no personality either.

Moreover, recruiters have already been relying less on traditional modes of evaluating candidates. The cover letter has been on its way out for years, and hiring managers skim-read a resume for less than 10 seconds, let alone read a 200-word personal statement. At best, the cover letter is a box-ticking exercise that accompanies the CV – it’s virtually obsolete. Instead, recruiters increasingly prefer viewing a candidate’s social media and LinkedIn profile to understand their personality.

As more candidates use generative AI to compose their written materials, the importance of these application elements is becoming even more irrelevant. Therefore, experts say standard hiring processes may change as a result. For instance, since generative AI can create pre-interview presentations, employers may introduce harder assessments in response. The onus is to test and evaluate what the machines can’t do.

While generative AI can arrange data in an interesting way, it’s not particularly creative. It can only work with what already exists. So, that could mean assessments demanding more creative and abstract thought from the candidate. Additionally, there could be a greater emphasis on scrutinizing candidates in face-to-face settings, says Brooke Weddle, partner at consulting firm McKinsey & Company, based in Washington, DC. Employers look hard at cultural fit and soft skills during the interview process.

Furthermore, some recruiters are already embracing new AI tools on their side of the job hiring process. For instance, some large corporations are leveraging AI in the recruitment process to test job seekers’ qualities through skill- and personality assessments, which use data-driven behavioral insights to match candidates against vacancies and reveal their soft skills. These kinds of emerging platforms that give recruiters more data on candidates stand to change the job-application process, too, especially as “we move from degree certifications to skills-based hiring,” says Weddle.

The use of generative AI is transforming the hiring process in unprecedented ways, and ChatGPT is at the forefront of this change. Candidates can use ChatGPT to write cover letters, synthesize CVs, and even write emails to hiring managers. However, as the use of generative AI by candidates increases, recruiters must rethink their hiring processes to test and evaluate what the machines can’t do. In the future, the emphasis may be on scrutinizing candidates in face-to-face settings, testing their creative and abstract thought, and using AI tools to test job seekers’ qualities through skill- and personality assessments. These changes are just the beginning of big changes to come, and the impact of hiring process.

As AI continues to evolve and become more sophisticated, it is likely that it will play an increasingly important role in the recruitment process. While some may see this as a threat, others believe that it could have a positive impact by removing bias and helping to identify the best candidates for the job.

One potential area where AI could be particularly useful is in identifying candidates who may be a good fit for a particular company culture. By analysing data from social media profiles and other sources, AI could help recruiters to identify candidates who share similar values and interests to the company. This could help to improve employee retention rates, as well as reduce the risk of hiring someone who is not a good fit for the team.

Overall, it seems clear that ChatGPT and other AI tools have the potential to transform the hiring process in a variety of ways. While there may be some challenges to overcome, such as the need to ensure that AI-generated content is accurate and free from bias, the benefits could be significant. As the technology continues to evolve, it will be interesting to see how it is adopted by recruiters and job seekers alike, and what impact it has on the job market as a whole.