6 minute read
Posted by Chris Platts on 5 September 2024
In the latest installment of “AI is coming for your job,” we have a scenario straight out of a sci-fi novel. Imagine a jobseeker who, instead of slaving over application forms and tweaking their resume for each opportunity, sits back with a cup of coffee while an AI bot does it for them. It’s not just a dream anymore; it’s reality.
A recent Reddit post blew up after one user detailed how their AI bot applied to 1,000 jobs in 24 hours, scoring 50 interviews while the candidate caught some Z’s.
Is this the future of job hunting? It certainly looks that way.
But if AI is taking over the job search process, where does that leave recruiters?
The Reddit user explained how their bot worked. This wasn’t just a spam cannon firing off generic resumes. The bot analysed the user’s professional background, tailored CVs and cover letters to each job description, answered specific recruiter questions, and sent off applications—all while the user slept.
Taking a deeper look at the codebase we noticed that it stores your actual CV in a config file and then uses GPT to tailor it to a specific role, so it’s not as if the AI is making up the info for a brand-new CV for each application.
The result? Fifty interviews in just one sitting. The magic wasn’t just in the sheer volume of applications; it was in the customization. By leveraging AI to tailor each application to the specific needs of each job, the bot significantly increased the odds of getting noticed by both automated screening systems and human eyes.
This isn’t just a one-off experiment; it’s a glimpse into the future. AI tools that can find and apply for jobs en masse are not just inevitable—they’re already here.
The job market is officially a battleground, and AI is swinging a mighty sword. If you’re getting too many job applications already, then things are about to get much worse.
However, it’s not just the volume of applications that’s going to be an issue, it’s the fact that the CVs and applications themselves are going to all look so “perfect” for the role that you won’t be able to choose between them.
Yes, people have lied on their resumes since the day they were first used as a screening tool, but with AI, they’re about to become less and less relevant, especially for jobs that don’t require any prior experience.
The other major implication is that the majority of job applications recruiters receive will be from candidates who have no idea they even applied for the job. The recruiter doesn’t even know if the candidate is genuinely interested in the role or has just been matched by AI. This has the potential to waste a monumental amount of recruiter time.
So, what’s a recruiter to do in the face of an onslaught of AI-generated applications? The traditional recruiting model is already creaking under the pressure of high-volume, low-quality applications.
Applicant Tracking Systems (ATS) are designed to sift through the noise, but they can only do so much.
Some ATS vendors will inevitably claim their AI systems can detect AI-written applications, but let’s be honest—does it really matter? For roles with historically low application rates, an influx of candidates, even those curated by AI, is likely to be seen as a positive. It’s a numbers game, after all. Here, the task for recruiters is not just about filtering out AI-generated noise; it’s about identifying genuine talent and genuinely interested candidates.
We could be heading toward an AI arms race. On one side, jobseekers will continue to harness AI to optimise their job search strategies. On the other side, recruiters and companies will need to adopt increasingly sophisticated tools to counter the surge in AI-generated applications. But perhaps the answer doesn’t lie in out-AI-ing the other side. Maybe the answer is to pivot.
Instead of trying to screen out AI-generated applications, companies should welcome them but have a step to detect whether a candidate is genuinely interested in the job. Here’s a thought: Why not have candidates engage with a realistic job assessment that not only evaluates their suitability for the role but also gives them a taste of what the job entails? Companies like ThriveMap (disclaimer, I’m the founder) are already pioneering this approach, offering immersive assessments that go beyond the resume. By simulating real job tasks, these assessments can provide a deeper insight into a candidate’s skills, making it easier for recruiters to spot genuine talent among the masses.
As AI takes over the administrative burden of job applications, recruiters have an opportunity to refocus on what truly matters: the human touch. Personal interviews and relationship-building will become even more critical in a world dominated by AI-generated applications. It’s ironic but true—while AI might handle the grunt work, the human element will be key to truly understanding and engaging with candidates.
Recruiters will need to evolve from gatekeepers to talent advisers, guiding candidates through the process and helping companies understand the people behind the profiles. The future of work isn’t just about who can wield AI better; it’s about who can blend AI’s efficiency with the richness of human interaction.
The future of job hunting is undeniably AI-driven, but that doesn’t spell doom for recruiters.
By embracing new technologies and refocusing on the human aspects of recruitment, recruiters can not only survive but thrive in this brave new world. After all, while an AI might be able to apply for jobs en masse, candidates are going to have to show themselves at some point.
They’re going to have to pass an online assessment, a screening call and face to face interview and provided the tools you’re using are sophisticated enough, even AI won’t be able to do that for them.
So, recruiters, dust off your people skills and get ready to partner up with assessment tools – it’s going to be a wild ride.
Subscribe for insights, debunks and what amounts to a free, up-to-date recruitment toolkit.
ThriveMap creates customised assessments for high volume roles, which take candidates through an online “day in the life” experience of work in your company. Our assessments have been proven to reduce staff turnover, reduce time to hire, and improve quality of hire.
Not sure what type of assessment is right for your business? Read our guide.
Okay, so maybe that headline gives away the big news, but we’re too excited to play it cool. We’re absolutely thrilled to share that ThriveMap customers have been nominated for not one, but TWO In-House Recruitment (IHR) Awards for best candidate assessment. It’s the award we’ve had our eyes on, and we’re delighted that our […]
Continue reading
goeasy, a leading provider of consumer loans in Canada, aimed to transform their entry-level hiring process and selected ThriveMap’s pre-hire assessment tools. In this interview, Mark Michel, goeasy’s Retail Talent Acquisition Manager shares how incorporating Realistic Job Assessments into their entry-level hiring process has transformed their recruitment strategy. Here’s what he had to say: Q: […]
Continue reading
Berkeley Group, a leading property developer and house-builder, used ThriveMap’s pre-hire assessment tools to help implement a blind recruitment process for their apprenticeship scheme. The new approach helped to improve diversity, avoid hiring bias, and ensure candidates with the most potential were selected. We spoke with Catherine Hawkett, their Group Future Skills Manager, to learn […]
Continue reading