Why employers should not hire candidates who used generative AI to write their resumes, apply to job openings

For decades, the world of talent acquisition (TA) was hardly one that most would describe as innovative. Hiring practices in 2010 more closely resembled those in 1950 than what we’re now seeing in the 2020s.

Even before Covid, TA technology was a hot commodity amongst investors, which drove a massive amount of money into the space, which fueled innovation. That trend only accelerated during and immediately after Covid when employers suddenly found that they could no longer be fully staffed if they either treated their employees well or paid them well. Now, they had to do both.

But even the fast pace of innovation in 2020, 2021, and 2022 paled in comparison to what we’re seeing in 2023. Why? The formerly non- and now for-profit organization, OpenAI, released its ChatGPT generative artificial intelligence (AI) product in late 2022. Generative AI promises and is already disrupting virtually every industry, and TA is no exception.

There’s currently a pretty heated debate amongst human resource (HR) leaders, hiring manages, career counselors, TA tech vendors like College Recruiter, and candidates as to whether candidates should use AI tools like ChatGPT to apply to jobs more efficiently, effectively, or both. I’ve seen many employers take the position that a candidate is essentially committing plagiarism if they submit a cover letter, resume, or other materials written by or even with the assistance of AI. Other employers take the opposite view: AI will soon become prevalent in the workplace, and so candidates who demonstrate an ability to use it will such as through writing their resume are of more, not less, value to the employer.

In today’s blog article, I will attempt to outline some of the reasons that some employers give as to why they are rejecting candidates who leverage the power of AI when applying to jobs. Tomorrow, I will outline some of the reasons the other employers give as to why they want more candidates to apply who know how to use AI.

It is important to understand that the below arguments against the use of AI do not aim to vilify AI technology, but instead to foster a balanced view of its implications, especially within the context of hiring processes.

1. Validity of Information – Generative AI relies on the data input it receives to generate output. While AI might be trained to craft an impressive cover letter or resume / CV, it doesn’t ensure the accuracy or validity of the information provided. If candidates are using AI to assist in the application process, there could be potential embellishments or inaccuracies that might not reflect the true capabilities or experience of the candidate.

2. Impersonal Approach – A vital aspect of the hiring process is the human connection and cultural fit. Resumes and cover letters are not just formalities. They provide a unique perspective into a candidate’s personality, how they communicate, and what motivates them. When a candidate uses generative AI for these tasks, the personal touch is often missing. This makes it challenging for employers to gauge the candidate’s soft skills, cultural fit, or alignment with the company’s values.

3. Artificially Enhanced Interview Preparation – Generative AI tools can also prepare candidates for interviews by providing them with potential responses to common questions. While this may help the candidate to perform well during the interview, it might not be an accurate representation of their true skill set or knowledge base. Employers could end up hiring someone who appears to be perfect on paper, and even in conversation, but might struggle when it comes to real-world application of the job requirements.

4. Unfair Competition – The use of generative AI in job applications could potentially create an uneven playing field. Not all candidates might have access to such technology, leading to an unfair advantage for those who do. It seems probable to me that candidates with greater financial resources will have greater access to AI, and hiring more of those with greater financial resources undermines the efforts by employers to diversify their workforces.

5. Ethics and Honesty – There is an ongoing debate about the ethics of using AI in job applications. Is it honest for a candidate to use AI to enhance their chances of securing employment? To some recruiters, a candidate’s use of AI in the job application process is seen as a form of deception. Employers place significant importance on honesty and integrity, which could be undermined if candidates rely on AI to enhance their application.

6. Creativity and Original Thought – Creativity and original thought are among the most sought-after skills in the modern workplace. While generative AI can mimic creativity to an extent, it is, after all, based on patterns and data it has been trained on. It lacks the human ability to think outside the box, innovate, and come up with truly original ideas. A resume / CV or cover letter created by AI might appear impressive but could lack the spark of originality that sets a candidate apart.

There are surely many more reasons cited by recruiters, hiring managers, and others involved in the hiring of candidates as to why they do not want to hire candidates who use AI to help them apply to jobs. Hopefully, the six outlined above provide a good starting point. In tomorrow’s blog article, I’ll take the opposite approach and outline the reasons why employers want to hire candidates who use AI to help them apply to jobs.