Insight: Using AI in job applications: is it helping or hurting? 

In a world where technology is rapidly advancing, job seekers are turning to Gen AI to find new ways to stand out. But what happens when the tools meant to help can be perceived as crossing a line?  

Australians are leading the way with Gen AI usage in the job application and interview process, so today we briefly explore whether this is helping or hurting job seekers and employers, and what we’re doing to make sure we’re finding truly skilled talent to match with career defining projects. 

Job seekers are using Gen AI in several ways including, resume and cover letter enhancement, skills assessments, interview preparation and even for live interview assistance. 

According to the Australian Computer Society  

A staggering 90% of people who are using Gen AI as part of their job search admit to using it to lie or exaggerate their skills
27% of job seekers admit to using Gen AI to complete a test or skills assessment 
22% have used it to generate answers for interview questions in real time

 

Why do job seekers turn to AI?  

Job seekers turn to Gen AI for several reasons  

• Competitive job market – with many candidates competing for the same positions, some feel pressured to stand out by any means necessary  

• Lack of confidence – some job seekers may not feel as confident in their skills or experience and use AI to bolster their applications or interview performance  

• Efficiency – AI tools can save time by quickly generating polished resumes, cover letters, and even interview responses  

• Perceived norm – if candidates believe others are using AI, they might feel like they must do the same to level the playing field  

• Easy access – AI tools are available and easy to use, you can be up and running on a free version of ChatGPT in minutes 

 

Similar to what is being observed in an education context, where academics are struggling to find a way to respond to students using GenAI tools in assessments, employers are facing the same challenge in the recruitment process. Both spaces point to the basic human condition that we want to find the path of least resistance.  

Why spend hours re-writing your CV when GenAI can write it for you in less than a minute? 

 

If everyone is doing it, does it matter?  

With the rise of AI usage in job applications, it can appear more difficult to quickly identify genuine skills and experience. The cost of making the wrong hire can be significant. It can affect productivity and team morale and lead to a loss of trust.  

Interviews are an opportunity to build trust. This is the time to present your authentic self and build rapport. 

It can also mean that qualified talent may miss out on getting the opportunities they match best with and in turn, employers also may not secure the most suitable talent. 

 

What can be done about it?  

• AI responsive screening processes – implement screening methods that acknowledge that AI is part of the entire process. Some leading Australian TAFEs and universities ask candidates to submit their prompts as part of the final answer. If AI is part of our everyday see how candidates use it to answer the interview and screening questions. This can open an opportunity to discuss how the candidate thinks about using AI in the role; who knows, you might find new and exciting use cases for your business.  

• Transparent policies – clearly communicate policies regarding using AI in the application process. Let candidates know the AI usage guidelines for your company and how they apply in the interview process. 

• Behavioural interviews – focus on competency-based behavioural interview questions that assess how candidates have handled real-life situations in the past. 

• Skills verification – conduct thorough checks to verify the skills and experiences listed on resumes through references and previous employers.  

• Training and awareness – educate hiring managers and HR teams about the potential for AI misuse and how to recognise examples of this. In addition, equip these team members with how they might use AI to improve how they assess and ask questions. Don’t think of this as a one-side equation where the role of the hiring managers and HR is to ‘catch-out’ people, rather re-frame it as a way for them to vastly improve the whole recruitment experience. 

 

Leveraging the best of AI for job applications 

• Skill development: as a candidate by building the content yourself, you bring your true understanding of the skills and competencies and can authentically answer any follow up questions in your own way. Collate your points and ask AI to review and refine it. A tip here, in your prompting ask the AI to act as the hiring manager. Then prompt it to provide you the questions they would ask. 

• Authenticity and personality: your unique personality shines through, allowing employers to see the real you and appreciate your individuality as well as your experience. This is important in assessing team fit.

Today’s modern candidates should leverage Gen AI when searching and applying for jobs, like drafting a first copy of a cover letter or kick-starting an opening to an email, but don’t do that at the risk of not representing yourself authentically when searching for your dream job. Think of AI as helping you solve the blank page problem. 

The timesaving and efficiency benefits are significant and it’s important we draw a distinction about where it’s used as a launchpad for thinking as opposed to replacing your own individual thought and effort, particularly when it comes to assessing technical skills.    

  

We asked Gareth Rydon, Co-Founder of Friyay.ai , to comment on this article, and he had the brilliant idea to ask AI what its role should be in the process! Here’s how it responded. Note this is a transcript of a conversation Gareth had with ChatGPT using the advanced voice mode: 

Section 1: AI’s Role in Helping Candidates 

Gareth: Hi ChatGPT, thanks for taking the time to chat. Let’s start with candidates. How can AI help improve their recruitment experience? 

ChatGPT: Hi Gareth, happy to be here! My role with candidates is all about making their experience seamless and empowering. From the start, I help candidates present themselves in the best light by offering real-time feedback on resumes. For example, if a candidate’s resume lacks measurable achievements, I might suggest adding specifics like “Increased sales by 20%” or “Implemented a system that reduced processing time by 15%.” These tweaks can significantly enhance their visibility to recruiters. 

Gareth: That’s helpful. How about during the actual interview process? 

ChatGPT: During interviews, I act as both a coach and a guide. For instance, if the interview is through an AI platform, I can provide tailored questions based on the candidate’s resume and the job description. Imagine a software developer applying for a role—they might be asked about their experience with Python. I could follow up with a practical scenario like, “How would you optimise a database query in a cloud-based system?” 

On the candidate’s side, I offer real-time support. If they’re nervous or unsure how to structure their responses, I can give tips on using frameworks like STAR (Situation, Task, Action, Result) to communicate their achievements clearly. 

Gareth: That’s a great point. How do you handle more informal help for candidates? 

ChatGPT: I’m available for mock interviews too. For example, I can simulate a behavioural interview and provide constructive feedback. If a candidate says, “I’m great at teamwork,” I might prompt them to elaborate: “Can you share a specific example where you worked with a team to overcome a challenge?” This ensures they’re ready to answer with impact. 

Gareth: It sounds like you’re helping candidates refine their approach. Any final thoughts on how you contribute to their success? 

ChatGPT: Definitely. I also work to ensure fairness and inclusivity. Candidates with less traditional career paths, like career switchers or those re-entering the workforce, can sometimes feel disadvantaged. I highlight transferable skills they might overlook and suggest language that aligns with the job they’re applying for. It’s about levelling the playing field. 

 

Section 2: AI’s Role in Assisting Recruiters and Hiring Managers 

Gareth: Thanks for explaining how you help candidates. Let’s switch to the other side of the table: how do you assist recruiters or hiring managers? 

ChatGPT: Great question, Gareth. For recruiters, my goal is to streamline processes and deliver data-driven insights. Let’s start with screening. Imagine a recruiter has 200 applications for a single role. I can quickly analyse resumes, compare them against the job criteria, and rank candidates based on factors like relevant experience, certifications, or even soft skills inferred from their profiles. 

Gareth: That’s a huge time saver. How about during the interview phase? 

ChatGPT: During interviews, I provide real-time analytics. For example, I can assess how a candidate’s answers align with the job’s key competencies. Say a candidate mentions they’ve led a team in launching a new product—if the role emphasises leadership and project management, I’ll flag that as a strong match and suggest follow-up questions like, “What challenges did you face, and how did you overcome them?” 

I also track language and sentiment. If a candidate repeatedly mentions phrases like “collaboration” or “team-oriented,” I’ll highlight these as indicators of a strong cultural fit for a team-focused workplace. 

Gareth: And after the interviews? How do you help with decision-making? 

ChatGPT: Post-interview, I generate comprehensive summaries for each candidate. I break down their performance using metrics—how they met core job requirements, their engagement level, and potential areas for development. For instance, if a candidate excelled in technical skills but lacked clear examples of leadership, I’ll point that out for further discussion. 

I also help identify biases. For example, if a hiring manager leans toward candidates from a specific industry, I can highlight other strong candidates from different backgrounds who meet the requirements, ensuring a more diverse shortlist. 

Gareth: That’s a lot of ground covered. Do you have any final thoughts on how AI like you reshapes recruitment? 

ChatGPT: Recruitment is about building relationships and finding the right fit, which can overwhelm candidates and recruiters. By automating repetitive tasks, providing actionable insights, and ensuring fairness, I free up recruiters to focus on the human side of hiring while empowering candidates to succeed. It’s a win-win. 

 

What is flexhive doing?

At flexhive by Hudson, we believe in candidates showing their skills rather than just telling us about them. Our skills-based testing focuses on evaluating candidates based on their abilities

rather than their educational background or previous job titles. This approach ensures that we’re putting forward individuals who can perform the tasks required for the job right from the start.

Our integrated platform evaluates key soft and technical skills through diverse question formats, including multiple choice, free text, audio, video, spreadsheets, and job simulations.

Skills-based hiring is not just a trend; it’s a necessity for building resilient teams. By focusing on skills rather than credentials, you can reduce turnover, improve performance, and enhance customer satisfaction.

For more information on how flexhive by Hudson can connect you with top pre-qualified talent, contact us