Finding talent in the age of ChatGPT: How to spot top candidates amongst AI generated job applications

With advancements in artificial intelligence, chatbots such as ChatGPT are increasingly being used to write CVs and cover letters. While this technology offers obvious benefits to job seekers, it has also created a new challenge for those looking to hire talent. Shortlisting the best candidates for a role by reviewing applicant CVs and cover letters is no longer as straightforward as it once was; recruiters must now take into account the influence of AI generated content and take further steps to ensure they select the most suitable talent to be interviewed for a role. 

While the use of AI chatbots by job seekers is not fundamentally a bad thing, it does make it more difficult to see which candidates have put genuine time and effort into their application. It can also give a false indication of an applicant's knowledge and language/communication skills, which can pose a problem if these are requirements for a role. There are however ways to spot AI generated content and actions that recruiters can take to ensure they identify the best candidates, which we will explore in this blog post. 

Check for relevance & accuracy: One of the first things to consider when reviewing an application in the age of ChatGPT is relevance and accuracy. Does the content accurately reflect the candidate's experience and qualifications and is it relevant to the job description? It’s a good idea to cross-check key information presented within a CV or cover letter against other available documents such as a Linkedin profile or a previous CV. You should also check whether the application references any false information or assumptions about the job role/company/sector that may be the result of AI generated content.

Check for clarity and cohesion: While ChatGPT can produce text that is grammatically correct, it may lack clarity and cohesion. Recruiters should look for instances where text is confusing, difficult to understand and/or lacks flow; this may be an indication that the content has been generated by AI. 

Request video submissions instead of written cover letters: A great way to overcome the possible influence of ChatGPT in the recruitment process is to request candidates to submit a short video introduction of themselves instead of, or as well as, a cover letter. This can help recruiters gain a better understanding of an individual, their communication/language skills and interest in the role. 

Increase screening time & methodologies: In the age of ChatGPT, dedicating more time to screening candidates is essential in order to be able to identify the best talent amongst a sea of high quality applications. Having a dedicated team to screen candidates face to face or via video call is really helpful and you may also want to implement additional screening methods such as skill tests or trial projects.

There’s no doubt artificial intelligence will continue to impact the hiring process in both a positive and negative way. Those that are aware of its influence and dedicate more time to the screening of candidates will be much more likely to make successful hires. With advancements in AI technology likely, organisations must embrace these changes and continue to adapt their recruitment strategies.