AI-Generated Resumes Are Flooding In—Here’s How to Avoid Interviewing the Wrong Candidates

ai resume

 

The next war for talent will be a robot war!  Employers will have to do something about the aggressive tools job seekers are using to apply to their jobs with AI-optimized generated resumes while they sleep. Like all technology tools and services, some are good, and some cause chaos.  While the jury is out on how AI will change the "top of the funnel to hire" in the recruiting process, one thing is sure: AI is here to stay.  Job seekers can upload their job descriptions and resumes to sites like ChatGPT, and it will produce an optimized resume that gets noticed by robots or your recruiting team.  If that is not enough, job seekers can apply to thousands of jobs daily using AI products that do the entire process for them.

On one hand, AI will help employers attract qualified applicants who may never have considered your company. On the other hand, how will you ever determine which job seekers are serious and have the skills, cultural fit, and desire to be your next great employee?

Here are some ways employers are using this to help ensure they can identify serious and qualified candidates.

Skills Assessments Early in the Process

Employers are increasingly using skill assessments or tests as part of the screening. Testing for soft skills, sales assessment, and technical knowledge can be administered easily before an interview. This is a great way to help qualified applicants rise to the top. This entire process can also be automated, so anyone who applies to the job will have the opportunity to participate.

Using AI to Analyze Applicant Resumes

Employers are using AI tools that automatically can tell if the resume is AI-generated. AI-generated resumes are not always bad, so the next step is to use this technology to "fact-check" the resume. Employers are using AI technology that can analyze an applicant's companies, colleges, publications, skills, and social media to grade them for accuracy. It can even look at job titles of current and previous companies and indicate if those job responsibilities align with the job they are applying to.

Using AI Driven Chatbots

AI Chatbots may be a talent acquisition team's best friend.  For jobs up to mid-level managers, Chatbots allow any applicant to "chat" with your AI robot who knows everything about your company.  Essentially, applicants will be asked specific "knockout" questions (like, can you work in the office?) and some must-have questions (like, do you have a 4-year degree?).  If they don't make it through the chat, the AI can suggest other jobs at your organization that may be a better fit.  Chatbots also help you reach out to all applications with some status based on how they interact.  An excellent example of a company that can do this is Paradox.ai.

Video Interview

Employers are having applicants do video interviews that are also self-administrated and available to anyone who applies. The AI technology behind these interviews can analyze all answers, facial expressions, and authenticity and will give each candidate a score to accompany their AI-generated resume. 

AI will help talent acquisition in a big way, but it is hard to say what that will look like in the future.  One thing is for sure, the automation of the top of the funnel will be critical for all organizations so they don't waste time interviewing AI resumes that looked good on paper, but the candidate was not even close to being a match.

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