Artificial intelligence (AI) has emerged as the preferred method of resume writing for most job seekers – a remarkable change that is reshaping the job market landscape.
About half of job seekers now use AI to build their resumes, marking a major milestone at the rapidly evolving intersection of technology and job search, and changing the way candidates present themselves to potential employers.
The trend has sparked a heated debate in HR departments. As AI-generated resumes flood into HR departments’ inboxes, companies find themselves in uncharted waters. Experts from various fields comment on this phenomenon and offer different perspectives on this technological shift.
“We have a process in place to weed out candidates who use AI to bulk apply,” Kara Ayers, senior vice president of global talent acquisitions at Xplor Technologies, told PYMNTS. “At the end of the job description, we ask the candidate to enter a specific keyword or phrase and place that word or phrase in a specific place on their application.”
Experts say the AI-powered transformation in resume and application creation could have far-reaching implications for commerce. If companies screen and evaluate AI-powered applications more efficiently, it could lead to faster hiring processes and potentially lower talent acquisition costs, allowing companies to allocate their resources more strategically.
However, increased competition and higher application requirements could also mean that applicants take longer to find a job, which in turn could impact consumer spending habits and the overall economic dynamics of the labor market.
The AI cat-and-mouse game
Xplor’s approach helps filter out AI-generated applications that wouldn’t understand such specific instructions, but this is just one strategy in an evolving landscape.
“Companies are getting smarter about recognizing AI-generated resumes,” Matthew Warzel, president of MJW Careers, told PYMNTS. “They’re using tools that can recognize patterns or wording that feels a little too perfect.”
Some are even fighting fire with fire. “Many are, ironically, turning to AI themselves by using intelligent screening tools that can spot telltale signs of AI-generated content,” Sally Derian, a writer specializing in technology ideas for enterprises, told PYMNTS.
However, this technological arms race could be short-lived. Cliff Jurkiewicz, vice president of global strategy at Phenom, told PYMNTS, “ChatGPT will be so good that it will be difficult to detect.”
Balancing act: authenticity versus efficiency
Despite the challenges, many view AI as a valuable tool for both employers and job seekers.
“Recruiters are using AI-based HR technology to find the best candidates, and job seekers can benefit from it too,” said Jurkiewicz, suggesting that candidates could use AI to analyze their resumes for the right combination of keywords based on specific roles.
Ayers acknowledged the benefits, but stressed that a balance must be struck: “We are still at the very beginning of exploring how best to make the hiring process authentic while creating a fair process where both candidates and employers find a healthy balance in the use of AI.”
The future of recruiting could see significant changes. “We will certainly see an increase in the number of candidates that can be screened and potentially higher competency standards as well,” Ayers said, stressing the importance of maintaining a positive candidate experience despite all of these changes.
The impact of AI on equity in resume writing is complex and multifaceted. “It can be a useful tool to create equity for those who struggle to express their experiences on paper or in writing – such as dyslexics,” Ayers said.
There are concerns, however. “There is also a risk of relying too heavily on AI-friendly metrics. This could disadvantage candidates with non-traditional backgrounds or unique experiences that don’t fit neatly into AI categories,” Derian noted.
As this practice becomes more common, employers are rethinking their hiring practices. Some, like Xplor Technologies, are developing guidelines for the acceptable use of AI in job applications.
Despite the growing influence of AI, traditional methods retain their value. “Finding promising candidates the old-fashioned way by implementing referral programs and encouraging your workforce to spread the word about open positions is still incredibly effective,” Ayers said.
Experts agree that the key is balance. “AI is a huge advantage for candidates,” Ayers said. “Those experimenting with AI just need to use it as a starting point and then build on it with their own authentic experiences and talents. In today’s job market, candidates still need to stand out from the crowd, and real examples of experience are a must for any good resume.”
