From complex essays to poetry, its use in writing ChatGPT becoming a world trend that allows you to complete written assignments in minutes. Among those who report such benefits are job seekers. Utilizing a huge pool of data, text and words, this program developed by OpenAI can write a compelling cover letter or synthesize career details into a great piece. Curriculum Vitae.

“In general, technology allows people who don’t necessarily have the best writing skills to suddenly have them. I’ve asked students to use ChatGPT to write parking ticket requests,” he said. Vince Miller, professor of sociology and cultural studies at kents university, to the BBC news portal.

However, HR managers and recruitment specialists are no strangers to this. Certain clues alert experts when applicants rely on AI. This situation can create a shift in job applications as we know them, moving recruiters away from traditional ways of evaluating candidates.

On the other hand, not all recruiters take AI as a concern. Adam Nicol, director of marketing consulting firm and workforce recruitment randstad, based in the UK, says time-pressed HR is unlikely to tell the difference between a cover letter written by a candidate and one generated by AI.

“The language generated by ChatGPT reads cleanly, even though it uses formulas. Compared to most cover letters, there are no quirks; no red flags, but no personality either,” said Nicoll, adding: “He helps those who aren’t the best at writing and editing to come up with neat summaries of his career highlights. This is the digital version of asking a friend to look at your CV.”

“Cover letters have been out for years: Hiring managers read resumes in less than 10 seconds, let alone read a 200 word personal statement. At their best, cover letters are a box-check exercise to accompany a CV; it is practically obsolete”, assures the marketing director. Instead, the expert argues that recruiters are increasingly choosing to look at social networks and LinkedIn profile a candidate to understand his personality.

As more and more candidates use AI to structure their written materials, the importance of this application element becomes less and less relevant. “If someone can artificially fix the email they sent to the hiring manager, then the email is meaningless,” he says. Miller.

“The (employer’s) responsibility is to test and evaluate what the machine cannot do,” said the British specialist and clarified: “Although AI can organize data in interesting ways, it is not very creative: it can only work with what existing. So that could mean an assessment that requires more creative and abstract thinking from the candidate.”

From another angle, some recruiters are already using new artificial intelligence tools for the job hiring process. For example, several large companies are using AI in the hiring process to test the quality of job seekers through skills and personality assessments. “We have moved from the era of degree certification to skills-based recruitment,” the experts conclude.

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