Although AI fluency is quickly becoming the most sought-after technical skill in the workforce, survey findings published last June found that 80% of hiring managers reject AI-assisted CVs and cover letters.
It’s a counterintuitive move, costing companies potentially invaluable AI skills just as these skills should be prioritised.
Some defend this manoeuvre, citing bias, lack of originality and dishonesty as their main concerns. But despite these apprehensions, employers have no issue using AI to sift through and reject applications.
Businesses need to rid themselves of this outdated and frankly archaic practice, as it simply does not reflect the current work climate and skills demands. Instead, hiring managers should view AI’s use in applications as a key indicator of important skills.
Read more: HR trust in AI hiring improves
Most importantly, hiring managers must go a step further and upgrade their application processes to actively seek out AI-fluent candidates – who will be critical to business success in the tech-dominated future we are entering.
By looking on AI-enhanced applications in a favourable light rather than writing them off, hiring managers will stop passing up on the opportunity to bring these skills on board.
Of course, there will be instances where applicants create generic and inauthentic CVs and cover letters, due to potential over-reliance on the technology. And these applications should be rejected.
But employers should seize the opportunity and identify candidates who, via the use of AI, compose eloquent and original cover letters and CVs, demonstrating clear ability with the technology.
Chatbots like ChatGPT need accurate and cleverly formulated prompts to deliver the best results. Successful use of them demonstrates creativity and a rare aptitude and skill in AI use. It’s perhaps the strongest indicator companies have of whether or not an employee will be able to make effective use of the AI tools they’re deploying.
Along with reframing the use of AI in the application process, companies must also directly test candidates’ understanding and awareness of how AI can be deployed effectively within their industry.
By asking candidates about the impact of AI on their particular field and its effects on their role, individuals can demonstrate their understanding of the technology, and show that they’ll adapt well to new AI tools rolled out in the business.
Read more: Most HR teams are avoiding use of AI in recruitment
Candidates must also be directly tested on their ability and keenness to adapt to and learn new AI technologies, such as tools for data analysis, project management, and customer service.
Tests should be designed with help from the technology teams who understand the skills and processes required, and candidates with the lowest scores on these tests should be sifted out.
These would mark huge changes to the current, average hiring process. And just like everyone else, hiring managers must also be upskilled in AI. They need to be able to critically assess effective use of AI, and understand the skills required to use the technology – and how to test for those skills.
Read more: Four lessons on ethical AI use in recruitment
All job roles right across all businesses will soon involve a significant level of AI. Competition for employees who can use AI or are keen to learn to work with it will be fierce.
Businesses must move now to upgrade their hiring processes to ensure they’re not letting these people slip through the net – or actively throwing them back into the ocean.
By Dan Thomson, CEO of Sensay
