“It is difficult to spot AI-generated text,” Dent said, in the final keynote of the conference, “but there are some key giveaways.”
She pointed to words such as 'delve', 'transformative', 'dynamic', 'navigating' and 'multifaceted', and phrases such as 'rich tapestry', 'embarking on a journey' and 'game changer' as indicators that AI has been used to generate text.
“AI absolutely loves the jargon that we are all used to using,” Dent added.
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Employers should be able to detect heavily AI-generated text by focusing on tone and style, according to Ben Keighley, founder of AI recruitment platform Gaia.
Speaking to HR magazine, he said: “The language often stands out as being very slick and polished but lacks references to personal experiences or anecdotal evidence to support the statements made.
“Look for recurring patterns in structure, overly formal tone, or vague, generic statements that lack specific details about achievements or experiences.”
The number of UK employees using AI at work has increased by 66% in the last year, to 7 million, according to a report published by the consulting and insights firm Deloitte, on 30 May.
Two thirds (68%) of HR professionals, however, had not embraced the full potential of AI, a separate report by HR insights provider Brightmine showed (29 May).
As more employees use AI to help them find a job, employers should be cautious of AI-generated text in the recruitment process, Keighley added.
Two thirds (67%) of HR leaders claimed that AI was the same or better at finding well-qualified applicants, research by recruitment platform HireVue, published on 11 July, showed.
Keighley continued: “There is no surprise that jobseekers and employees are leveraging the benefits of AI to optimise their work and to make efficiency savings.
“The key is to strike the right balance. New or prospective employees should be encouraged to find their own voice in a way that is authentic and honest.
“Recruiters can use AI detection tools, such as AI text classifiers, to flag potentially machine-generated content. Cross-referencing application content with live interviews is another effective strategy to identify discrepancies in tone, phrasing or knowledge depth.
“Employers can clearly communicate expectations around authenticity during recruitment and onboarding, such as requiring candidates to include specific examples or asking direct, experience-based questions in interviews.”
HR should extend the expectation for human judgement to employees’ use of AI in the workplace, Chano Fernandez, co-CEO of AI recruitment software Eightfold AI, told HR magazine.
He said: “AI should not be a replacement for human judgment; while these tools enhance efficiency and provide deeper insights, companies must exercise common sense and rely on humans when ascertaining whether candidates are genuinely suitable for roles.
“A human-in-the-loop approach ensures fairness, context, and nuance, which are critical for effective recruitment and workforce management.
“In the workplace, this same reliance on AI extends to managing employee productivity and compliance.”
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Employers should be cautious that AI-generated language does not impact diversity and inclusion, Dent warned.
She continued: “Once you’re tuned into AI-generated text, you begin to see it over and over. This will affect not just the jargon and simplicity and directness of the language we use, but will also affect the question of inclusivity and diversity of language, and of recognition to the audiences we are talking to.”
Employers should ensure that they have policies to monitor employees’ use of AI at work, Fernandez suggested.
Fernandez continued: “Clear policies are essential for guiding the appropriate use of AI tools. Employers can implement AI monitoring solutions to safeguard data and identify potential misuse, creating a balance between innovation and security.
“What's clear is that AI is becoming indispensable across all facets of business, including hiring. Its full potential can only be realised with humans guiding the process responsibly."