AI or no?
When and whether to use 'AI' in a job search.
I often see discussions on the uses and perils of AI in a job search.
Now, before I get into my thoughts, let me comment on what AI is.
For a start the current term AI isn’t the AI I grew up waiting for- it’s not intelligent, it has no judgement or empathy.
It is sophisticated automation based on processing and reiterating information that’s already out there.
It’s called AI for simplicity, but truthfully this is mainly marketing-led.
While marketing is used primarily to sell stuff.
When you see AI enabled tools that enhance a job search, be mindful of companies selling the magic of unknowable technology, rather than directly leading to the outcome you may be looking for.
That said there are many wonderful applications for AI inside and outside of a job search.
Some of which automate and take away the burden of the more painful aspects of looking for a job.
From writing CVs/resumes, to applying at scale for you. And potentially doing the interview for you, with burgeoning deepfake technology.
Should you use AI in your job search and how?
The answer is this question:
“Will it be seen as cheating, if the employer finds out I’ve used AI?”
Given recruitment processes are in part designed to extrapolate how you might behave and perform in a role, the sense of cheating can lead to an instant ‘no’.
And with the advent of an AI arms race, you should be careful in what you choose to use.
Yes, I know the odds are stacked against job seekers, through a combination of the market, systems and philosophy.
But it’s a question of what you have control over. Do you want others to make arbitrary decisions over your application, only because you’ve used AI?
My fellow recruiter, and an excellent one at that, Simon Monaghan recently shared his experience of a candidate using AI to answer standard interview questions.
These are issues we will increasingly face in recruitment.
What do I mean by arms race?
Let’s look at using AI to write a CV.
In one sense it’s no different to paying someone to write your CV for you, such as a CV Writer. And it’s free.
So, no problem, right?
Yet, many applicants who are wholly unsuitable can use the same AI to write a customised CV that paints them as someone worth assessing at interview. A waste of time for the employer, or worse which could lead to a misshire, and also taking attention away from suitable candidates such as you.
This creates suspicion over the veracity of AI written CVs.
Therefore it makes sense to use AI to check if CVs are written by AI.
You can see many of these tools already available for free - just google “AI checker.”
For each development in job seeker AI, you’ll see an opposing one come up at the hiring end. And because these are all based on the same principles, they are relatively simple to develop.
Besides, at the moment, AI written content stands out for the wrong reasons - you can generally tell when it’s used, with practise.
If you’ve used AI, with good intent, it can still backfire, should a hiring process consider it cheating.
There’s a wider discussion to be had, outside of the purview of this article, which is that of reasonable adjustments for disability and neurodiversity. What about for non-English speakers, when fluent written English isn’t necessary?
How about someone with limited time that happens to be the perfect candidate?
Shouldn’t we enable candidates to put forwards the best version of themselves straightforwardly?
At the moment, though, what matters is how hiring processes *might* view the use of AI. Which is what should inform your use of it.
Does that mean you shouldn’t use it at all?
No, it’s situation dependent, you just need to consider the consequences.
If I were looking for an early career job that paid the bills, and was aware of the huge competition for a wide number of vacancies - I’d look at something like LazyApply to automate.
While, if I were simply receptive to a very unusual opportunity, it wouldn’t be relevant.
A more straightforward discussion is the uses where AI augments your own intelligence, rather than automates manual process.
Here, I wholeheartedly recommend looking into options and being creative:
Tools to check spelling & grammar, used judiciously (I ignore most of grammarly’s advice on how to improve my writing style, for example)
Using Gemini or ChatGPT to compare your CV against a job description. Check for gaps, synonyms, how you might articulate your experience.
Asking for examples of achievements you can use as collateral to support your documentation and interviews, then replacing these examples with the facts of your experience:
Use for ideation and sense checking. I’ll paste this article into Gemini and ChatGPT and ask for its ‘thoughts’. Some of its feedback is helpful, especially as I’m self-employed and don’t have someone to check for me.
Asking questions around your career path - job titles, industries to look at; qualifications to underpin your experience.
Using it as a buddy to ask questions of, help with research and interview preparations (e.g. what questions might I be asked in an interview for a CTO; the company is a venture funded started with 30 employees, operating in SaaS).
Purpose specific tools that have been error checked. Such as those that share market insights in your domain - prospects for speculative approaches, networking opportunities, knowledge sharing etc
None of these will be perceived as ‘cheating’, given it’s behind the scenes work that support your candidacy.
In this way, AI can effectively support your job search.
Of course, there’s an argument that you might do whatever it takes to get a job. And that it’s only a problem if you are caught cheating.
That’s not something I’d advise, but it’s your choice if you want to automate as much as you can.
Just be wary then of the quality of its output.
If you are someone with hiring authority reading this, out of curiousity, let me add this.
AI in itself isn’t a cheat, especially if what is represented is factual or inherently true.
If you catch someone out in process for using AI, I’d recommend investigating why they’ve used it, rather than assuming.
The process of securing a new role is a skill that everyone has a different level of, much of which can be learnt over a long-term job search.
In some situations, people can afford CV Writers, LinkedIn profile upgrades, career & interview coaching. However all these do is allow them to provide a better version of themselves.
AI is no different, albeit less effective on an individual basis. If you see use of AI as problematic, this biases people with less means to pay for support, the same people who likely need the most help.
By all means, question why someone has used a tool to support their application. Just don’t be too quick to judge, especially if you use tools in your role, to enable your work.
Thanks for reading.
Regards,
Greg
Good article, informative, and much food for thought.
But one thing. You write:
"Let’s look at using AI to write a CV. In one sense it’s no different to paying someone to write your CV for you, such as a CV Writer. And it’s free. So, no problem, right? Yet, many applicants who are wholly unsuitable can use the same AI to write a customised CV that paints them as someone worth assessing at interview. A waste of time for the employer, or worse which could lead to a misshire, and also taking attention away from suitable candidates such as you."
I think a legitimate argument could be made that there is no difference between "paying someone to write your CV" who "paints them as someone worth assessing at interview" and using an AI app that "paints them as someone worth assessing at interview." The result is the same.
As an employer (which I am not), frankly, I don't care who (or what) prepares your resume (CV), I only care that what you're presenting is in fact accurate and true.
Great article Greg. Very informative in an area that will develop further and rather quickly in the future! Cheers Steve