Here are just a few ways that ChatGPT is redefining the recruiting process.
Generative AI gives non-writers a chance to throw their hat in the ring for positions they otherwise would have lost the opportunity for, based purely on writing proficiency. If writing isn't part of the job description, why not use artificial intelligence to spruce up or write your cover letter? ChatGPT and other generative AI tools can pump out cover letters in seconds matched for keywords in the job description and your resume, but they can't give these documents a soul.
… And yet, that might not matter.
A recent survey of 10,000 recruiters found that 61% said cover letters don't matter, and 31% said they do. That's 2 to 1 in favor of ditching the cover letter … sort of. The same survey reported that even though there's not a lot of value in the cover letter, you still need to have one, because recruiters look favorably upon the fact that you submitted one. Plus, cover letters are crucial if an employer is on the fence about you.That's where AI tools like ChatGPT can help. But don't think that recruiters are in the dark.
So, what does this mean for job applicants and recruiters? We're likely to see a shift toward other ways to evaluate candidates. And at the top of that list is social media.
Here are just a few ways that ChatGPT is redefining the recruiting process:
1. AI tools will level the playing field. Tools like ChatGPT generate cover letters and resumes tailored to keywords and other characteristics in the job description to pass applicant tracking systems (ATS). AI tools also improve readability. Considering that ATS rejects more than 75% of competent candidates based on readability and 99% of Fortune 500 companies, 66% of large companies, and 35% of small companies rely on ATS to screen applicants, this is a big deal. Recruiters will be forced to use other methods to screen applicants, and applicants will need to find new ways to stand out.
2. More emphasis will be placed on personal branding. Roughly 67% of employers search the social profiles of job candidates, and 94% of recruiters. Make sure your social media platforms reflect who you are as a person, your values, and your accomplishments. Use social media to show and tell your talents. Ensure you're sending consistent messages across all the platforms you use. Just because platforms like Facebook, Pinterest, and TikTok are used socially does not mean recruiters aren't checking those along with your LinkedIn profile.
3. Interviews will take the top seat. More emphasis will be placed on face-to-face meet and greets and interviews to assess how candidates fit into the company culture. Some recruiters may employ pre-interview screening tests (also generated using AI tools). Data-driven testing can help to determine personality and skills needed for the job.
4. Recruiters will employ skills-based hiring. We've already seen a shift from degree-based hiring to skills-based hiring. According to a FlexJobs survey, proving you have the skills to do the job is more important than a degree saying you can. This is evident in top-name companies. Almost half of Apple's US workforce includes people without a four-year degree. As AI tools make it increasingly difficult to decipher candidates, job applicants will need to quantify their accomplishments. So how do you prove you can do the job? Share stories in these coveted interviews from your past experiences that demonstrate your ability to use important skills.
The most important factor to consider when asking your favorite robot to help write your cover letter or resume is whether writing is an integral part of the position. Recruiters and HR managers use the cover letter to assess how well you communicate. Incidentally, your thank-you email following the interview is another tool used to evaluate how well you communicate.
But if you're applying for a position where writing takes the back seat, using AI to generate your cover letter or help you get started can be a great tool. Just be sure to beef up your social and showcase your accomplishments using data. And in the future, be prepared to complete data-driving pre-interview screening tests.
