The Use of ChatGPT in Job Applications: A Double-Edged Sword
As job seekers look for ways to gain an edge in the competitive job market, some have turned to ChatGPT and other AI tools to help craft their résumés and cover letters. However, this strategy may be backfiring, as employers are increasingly able to detect these AI-generated responses.
Jakob Knutzen, the CEO of the video collaboration platform Butter, received around 450 applications for a product designer position. He noticed that many of the responses to the application's three questions were "incredibly similar" and used "a bunch of phrases" that he wouldn't expect from human applicants. When Knutzen shared his concerns on LinkedIn, other employers reported seeing a similar trend of a spike in AI-written job applications.
Christina Hallman, the head of demand generation for cybersecurity risk management company Outpost24, received over 250 applications for two open positions. She estimated that 45% of the optional cover letters were AI-generated, as she was able to reproduce nearly identical templates by inputting the job posting into ChatGPT.
While Hallman said the use of AI-generated content doesn't necessarily eliminate a candidate from consideration, it can put them at a disadvantage when compared to applicants who have customized their materials. "It's better to have just not attached anything," she said, as the AI-generated content "is not helping you."
The increasing use of AI in job applications is likely to continue as these tools become more accessible and popular. A 2023 study found that 47% of college seniors were interested in using ChatGPT or other AI bots to write their résumés and cover letters, while 25% of Gen Z respondents said they already have.
Some recruiters have considered creating "AI-proof" questions, such as requiring an introductory Loom video or setting chatbot traps by sneaking hidden instructions for language models into the application. However, others, like Knutzen, have decided against these measures, as they believe the "barrier for entry would be too high."
The issue, according to Knutzen and Hallman, is not necessarily the use of AI, but rather the lack of customization and human oversight. Hallman advises applicants to use AI "really intentionally" and to have a "human checkpoint" to ensure their application materials are tailored to the specific job and employer.
As the job market becomes increasingly competitive, the temptation to leverage AI tools may be strong. However, employers are catching on, and job seekers who rely too heavily on generic, AI-generated responses may find themselves at a disadvantage. The key is to strike a balance, using AI as a tool to enhance and streamline the application process, while maintaining a personal touch and demonstrating genuine interest in the role.