Artificial intelligence (AI) is booming in the recruitment industry. Many candidates use it to create their CV but is it really a good idea?
Artificial intelligence (AI) is on the rise and is gradually finding itself everywhere in our lives. We use it to organize a trip, make a cooking recipe or even to find household tips. But it is also starting to take hold in the world of work and not only for employers eager to replace their employees to save money… Job candidates also use it to apply. Good or bad idea? This study commented by a recruitment expert says more.
Writing a cover letter or creating a CV requires racking your brain a little to succeed in quickly capturing the attention of the recruiter who generally receives dozens of emails… But, according to a study by Zetycandidates spend on average just under 20 minutes creating their CV! However, this race for speed can be misleading and produce the opposite effect to that desired. If you want to move too quickly, you risk making your application less convincing, or even missing out on an opportunity.
A study of Resume Genius reveals that 74% of recruiters can recognize an AI-generated cover letter and, by extension, a resume. It’s not so much the fact of using artificial intelligence to obtain a good CV that is the problem… but the perception that recruiters have of it. According to the same study, 57% of employers say they are less inclined to hire a candidate who has used AI to write their application documents!
According to Samuel Johns, career expert and recruitment manager at Resume Geniusmany recruiters consider generative AI as an unflattering shortcut for the candidate’s profile: “You are expected to tell me about your strengths, experience and interest in our company. If nothing is in your own handwriting, should I really take your motivation for the position seriously?“
A CV or cover letter must above all reflect the personality and investment of the candidate. Relying solely on AI can then give the impression of a lack of real effort or commitment, which can tip the scales the wrong way when recruiting.
