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The future of AI in recruitment

Over the last few years we’ve started to see artificial intelligence (AI) being used in the recruitment industry, and it will continue to grow as the years go on. With AI being a big trend in 2023, we thought it’d be useful to provide an overview of how it will be used for the future of recruitment.

What is AI?

AI, or artificial intelligence, is a field of computer science that aims to create intelligent machines that can learn and perform tasks that would typically require human intelligence. One application of AI is in writing and filling out forms, where machine learning algorithms can be used to automate the process of creating or completing documents. This technology can save time and reduce errors, as well as improve the overall accuracy of the documents.

ChatGPT is a language model developed by OpenAI that uses deep learning techniques to generate human-like responses to text-based queries. ChatGPT can be used in a variety of applications, including customer service, language translation, and content creation. In the context of writing and filling out forms, ChatGPT can help users generate text-based responses or complete form fields automatically, based on the context of the document or the user's input. This can improve the efficiency of the process and ensure that the documents are filled out accurately and consistently.

Controversy with AI in recruitment

There are concerns from employers and recruiters about the potential for applicants to use AI center. Some interesting points and questions below:

  • Does the use of AI to ‘game’ the recruitment process amount to cheating?

  • The impact that applicants’ use of AI might have on existing systems.

Recently, there have been some news stories about ChatGPT fooling recruiters when it comes to job applications.

From the applicant standpoint, potential uses of AI in recruitment include:

  • CV/resume optimisation. Applicants can use AI-powered tools to optimise their CVs for keywords and phrases relevant to the job they are applying for, and ensure that their experience and qualifications match the job requirements.

  • Application form filling. AI-powered tools can help applicants fill in application forms quickly and accurately by automatically populating fields with relevant information from their resume or other sources.

  • Interview preparation. AI-powered tools can help applicants prepare for interviews by providing practice questions, tips on body language and tone of voice, and feedback on their performance.

  • Career guidance. AI-powered tools can help applicants identify their strengths and weaknesses, and provide guidance on career paths and job opportunities based on their skills and interests.

Existing uses of AI by recruiters and employers:

  • Screening and filtering CVs and cover letters. AI-powered tools can scan resumes and cover letters to identify relevant skills, experience, and qualifications, as well as match them with job requirements. This helps recruiters to quickly shortlist candidates who are the best fit for the role.

  • Chatbots for initial interviews. Chatbots can conduct initial interviews and ask pre-determined questions to assess candidates' communication skills, qualifications, and experience. This can help reduce the time and cost of initial screening for recruiters.

  • Personality and behavioural assessment. AI-powered tools can analyse candidates' language, facial expressions, and tone of voice to determine their personality traits and behaviour. This can help recruiters to identify the best candidates for the job based on cultural fit and team dynamics.

  • Training and development. AI-powered tools can provide personalised training and development programmes for employees, based on their job role and performance data. This can help organisations to improve employee retention and performance.

  • Bias reduction. AI can help reduce bias in recruitment by removing personal information such as names, gender, and age from resumes and applications. AI-powered tools can also be programmed to use objective criteria and avoid subjective factors when screening and selecting candidates.

Setting the record straight

Media narrative includes phrases such as ‘tricked by AI’, ‘cheating with AI’, and ‘application written by ChatGPT.’ To be clear, ChatGPT cannot write an application without receiving the right commands from the user, in the right sequence. It takes some skill to do this.

For example - the command ‘Write a cover letter for the role of Programme Officer at a FinTech firm’ will yield a pretty poor result, with little relevance to the role. ChatGPT is also liable to invent information if it isn’t given enough specifics, or the right commands to prevent it doing so. And lying in your application, intentionally or otherwise, is a sure-fire way to not get the job.

On the other hand, a series of well designed commands can produce a high-quality, tailored response. Commands might include:

  • Specific details about the role, company, or job description you wish to highlight.

  • All the relevant experience and knowledge you would like to demonstrate

  • Detailed instructions on structuring the letter

  • Details about the style and tone of the letter.

  • A sample of your own writing style

Creating this sequence requires a lot of input and skill from the applicant. Effective use of ChatGPT is not a far cry from browsing the web for ‘top tips when writing a cover letter’, and arguably requires more skill, thought, and creativity.

It’s a good thing - and not as scary as it sounds.

The use of AI by recruiters raised the bar. Anyone who’s job-hunted in the past decade will be aware of the hoops you need to jump through, the formula you need to learn to write an effective application, and the need to include keywords to be picked-up by AI tools.

In many ways, the recruitment process is a game. Recruiters raised the bar first when they adopted the use of AI - can we blame applicants for rising to the challenge, embracing AI tools, and raising the bar further?

Applicants who do not learn how to use these tools may be putting themselves at a disadvantage. This is an opportunity to be bold, gain new skills and knowledge, and demonstrate your ability to use the tools around you - including those at the cutting edge - to yield good results. Employers, take note - these are skills and knowledge that applicants will bring with them into your workforce, and problem-solving behaviours that are in high-demand across sectors.

AI is primarily used by recruiters because it saves time and staffing when filtering through the high volume of applications they receive. Typically, only up to 20% of applications are relevant to the role and qualify for the interview stage.

If applicants themselves begin to leverage AI tools, recruiters may well end up with a higher volume of qualified candidates. Applicants who learn how to use these tools effectively will be able to improve their ability to understand complex systems and how to navigate through them. This should be a good thing - but will disrupt current recruitment processes.

Advice for recruiters

  • Embrace change, and stay up to speed. Recruitment professionals will need to understand how AI is being used by job seekers and how it can be used to their advantage. This could involve training on AI-powered tools and technologies, as well as developing partnerships with AI providers.

  • Improving job requirements. Recruiters need to be clear, and perhaps more specific, about what they’re asking of candidates, including elements that can’t be gamed with AI - experience and character. Recruiters will need to provide more detailed and accurate job descriptions to ensure that they attract the right candidates. This could involve using natural language processing (NLP) tools to analyse job descriptions and identify potential biases or inaccuracies.

  • Remember the 4 C’s - creative problem solving, communication, collaboration, critical thinking, commendations.

  • Ensuring fairness and transparency: As AI becomes more involved in the recruitment process, there is a risk of unintentional bias or discrimination. Recruiters will need to ensure that their AI-powered tools are fair and transparent, and that they are not discriminating against any particular group of candidates.

  • Enhancing candidate experience: With AI-powered tools increasingly being used by job seekers, recruiters will need to focus on enhancing the candidate experience to remain competitive. This could involve providing more personalised and responsive communication, as well as streamlining the application process with AI-powered chatbots and other tools.

  • Don’t forget about emotional intelligence. hundo’s Interim CEO, Luke Judge, recommends hiring for character, and training for capability. You can assess a candidate’s character during the interview, or if you want, ask applicants to include a video of themselves talking about the role, and what they can bring to it.

This blog was written by our partners at hundo. is a learning and discovery platform for young people, educators, and employers to prepare for the future of learning and work and to provide young people with a digital skills profile. You can find out more about hundo on their website.

You can also find hundo on socials using the links below.

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