chatgpt / pexels

The first foot through any role starts with submitting a strong CV and cover letter. There is no shortage of tips and strategies to elevate job applications, and some would argue that there is a science behind crafting the perfect CV for specific roles.

In recent years, ChatGPT has provided solace to those who feel stuck during this process and distinguished itself as the fairy godmother of professional writing.

Recruitment and talent specialists Alan Cini, Martina Fenech and Fran Moisa agree that while ChatGTP and Artificial Intelligence (AI) in general are leaving a positive mark on recruitment practices, they are a double-edged sword.

They told MaltaCEOs.mt that while it certainly can elevate job seekers’ chances of getting employed, when crafting CV and cover letters, the human touch is still necessary. They also shed light on how such technology is aiding on the employer side of the discussion.

“The quality of CVs is still heavily dependent on the candidate’s efforts. Job seekers should use tools like ChatGPT as a supportive element and not a dependable source,” says Managing Director Recruitment of Broadwing Alan Cini.

Adding to his thoughts, Principal Recruitment Consultant at GCS Malta Martina Fenech remarks that while AI-generated material can be of assistance, it is crucial to add a personal touch and review the output, “to ensure it reflects individual experience.”

She adds that overly bombastic language that clearly indicates AI generation should be avoided to maintain authenticity and professionalism.

Meanwhile, Founder, head-hunter and talent advisor at FM Search, Fran Moisa, highlights that ChatGPT could be particularly useful for those who aren’t professional copywriters.

“It is simply absurd to ask individuals to be professional copywriters if, for example, their job is accounting. What’s important is that when one uses AI tools, discretion and thought is applied,” Ms Moisa comments.

Building on the arguments made by Mr Cini and Ms Fenech, she says that CVs or cover letters that haven’t gone through the human filter are “average at best and rather insincere.”

“It also shows a rudimentary use of technology, when used simply in its rawest form, without critical thinking and ingenuity,” she argues.

Alan Cini / WhosWho
Managing Director Recruitment of Broadwing Alan Cini / LinkedIn

Using ChatGPT: Laziness, lack of originality or resourcefulness?

Mr Cini believes that when one relies solely on the generated output it might raise concerns about commitment and sustainability for the role. While Ms Fenech says that GPT reliance may give the impression of lack of effort.

“Ultimately, the key lies in how candidates use ChatGPT as a supplementary tool to aid in crafting personalised, tailored applications,” he commented.

On the other hand, Mr Cini adds that, when candidates leverage ChatGPT to refine their application, it also demonstrates resourcefulness and adaptability, “enhancing their candidacy.”

Overall, he explains to MaltaCEOs.mt that the company has noted better CVs and cover letters since the adoption of AI-supported tools.

Despite so, beginners and individuals accessing the GPT-3.5 model, the free version, are displaying similarities and comparable patterns in cover letters, he further noted. “We have seen lack of originality and authenticity that recruiters often seek.”

Conversely, Ms Fenech points out that employers should avoid using generic and overly long job descriptions that might not accurately reflect the role of the company culture, “which could potentially turn off candidates from applying.”

Founder, head-hunter, talent advisor at FM Search, Fran Moisa/ LinkedIn

AI is allowing recruiters to focus on more strategic matters

While the misuse of ChatGPT and AI was noted, the three recruiters highlighted that from their perspective, it does offer some advantages.

Particularly, all three agreed that AI helps them manage time more efficiently, enabling them to focus on more strategic matters, reducing unconscious bias and that overall, it is a good tool for automation.

Mr Cini adds that one significant transformation is automated screening.

He says that AI tools have taken on the role of virtual ‘head-hunter’, searching online platforms that can identify potential candidates who align with specific job requirements.

Mr Cini points out that AI can analyse large datasets, identifying patterns and trends in candidate behaviour and performance. This can aid recruiters make more informed hiring decisions, by having a comprehensive assessment of candidate suitability.

“Through automated screening, evaluating candidates’ skills becomes more efficient, enabling recruiters to sift through a large volume of applications with precision,” he said.

Additionally, Mr Cini, Ms Moisa and Ms Fenech commented that AI is a significant contributor in helping time optimisation by automating repetitive tasks.

This includes sending automated communications, such as interview scheduling, and follow-up emails, freeing up “valuable time” for recruiters to focus on strategic decision making.

Principal Recruitment Consultant at GCS Malta Martina Fenech / LinkedIn

Despite the appeal, Ms Fenech says that these processes can quickly backfire as “many have noticed the loss in the personal touch and empathy that is normally provided by human recruiters.”

This, she further explains, could potentially diminish the overall candidate experience, and may lead to job displacement in administrative and entry-level roles, reducing opportunities for human involvement in these areas.

On the job seeker’s side, this tool is particularly relevant when considering that many desperately in search of a job mass apply to hundreds of companies. In this regard, automation also comes with its downsides, as Ms Moisa points out:

“Sometimes one [sends an email] to a hundred people at the same time, without even bothering to use the BCC function. I urge everyone to ditch such thoughtless process and focus on roles that are relevant and craft applications with intention.”

Overlooking human judgement and intuition

Ms Fenech says that while ChatGPT can make certain parts of the recruitment process smoother, depending too much on technology might mean overlooking human judgement and intuition.

“It’s essential for both candidates and employers to balance ChatGPT’s capabilities with their own critical thinking and assessment,” she explains.

Adding to her thoughts, Mr Cini says that the human element remains irreplaceable in assessing soft skills, cultural fit, and potential during the interview stage.

In addition, he remarks that the imperative of ensuring data privacy and security in AI-Driven recruitment practices is underscored.

Wrapping up, Mr Cini says that, with the vast amounts of sensitive candidate information being processed, stored, and analysed, “safeguarding data privacy is paramount.”

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