HR Question:

As we work to use AI responsibly in our talent acquisition process, can you offer suggestions on how to manage candidate use of AI in the recruiting process?

HR Answer:

The use of Artificial Intelligence (AI) is on the rise in many facets of our professional lives, and the recruiting function is no exception. According to a recent Resume Builder survey, nearly 70% of companies are expected to use AI in their hiring process by the end of 2025.

Just as most companies are leveraging AI in the recruiting process, candidates are using it too. It’s important for employers to understand the implications of candidates’ use of AI and identify the necessary steps (if any) to manage it.

Three most common candidate uses of AI

Our talent acquisition team has seen an uptick in candidates using AI, noting a dramatic increase even within the last few months. The three primary ways they have noticed the use of the tool include:

1. Completing resumes and applications
2. Providing answers to written screening questions
3. Creating general communications such as cover letters and emails

What is acceptable candidate use of AI?

We have seen candidates use AI in both subtle noticeable ways and blatant misused ways. When a resume or cover letter incorporates key terms from the job ad that are well-written and help to describe their matching experiences, we applaud it. When our screener questionnaires are returned with the exact ChatGPT search phrase still copied at the top, we cringe.

So, what is acceptable candidate use of AI in the recruiting process? That is up to you and your organization to determine. Your HR or recruitment team may need to decide what makes the most sense for your culture, processes, and preferences, in addition to if and/or how to appropriately communicate that to candidates.

Ways to manage candidate AI use

As AI’s use in recruiting continues to increase, it’s safe to assume candidates’ use will also grow. Here are a few considerations organizations should keep in mind to manage candidate use of AI:

Post an acceptable use statement

If your organization does not want candidates to use AI in certain aspects of the application process (i.e., submitting interview answers), put that in a statement of acceptable use on your career site. Some companies are opting to provide this transparency. Your guidelines can reflect who you are as a company and what you see as acceptable use.

Set limits carefully

For organizations that want tech-savvy new hires who can creatively and efficiently use artificial intelligence, consider refraining from setting too many limits or ruling out candidates who are finding new and creative (yet appropriate) ways to use AI.

Do in-person / live virtual interviews

To ensure you’re getting to know the real candidate and their qualifications versus AI embellished resumes or generated prescreen answers, never bypass in-person or live virtual interviews. For example, after the initial screen of resumes and prescreen questionnaires, our talent acquisition consultants prefer to start with phone interviews, then live virtual videos, followed by in-person interviews for final candidates.

Keep in mind, you can request that candidates turn off applications such as CoPilot during video interviews if that’s needed.

Leverage behavior-based questions

Utilize behavior-based interview questions. These types of questions are harder to embellish with generative AI if you’re correctly probing beyond the initial question with follow-up questions and scenarios. Mixing in these questions will help you get to know the candidate’s past behaviors while predicting their future performance in similar scenarios.

Don’t make assumptions about AI use

Be careful not to presume that everyone has access and knows how to use AI. It’s best to avoid requiring candidates to use AI or favoring only the best matched AI resumes. Accessibility for use and equity should still be a consideration.

Embracing innovation

While artificial intelligence has undeniably transformed the talent acquisition landscape, striking a balance between embracing innovative technologies and maintaining the integrity of your recruitment process is crucial. By setting clear guidelines and establishing thoughtful and equitable policies and practices, your organization can embrace the use of these new technologies that benefit both employers and candidates alike.

Thank you to Andrea Whalen, Senior HR Business Strategist, for contributing to this HR Question of the Week.

Recruiting technology is evolving fast, giving recruiters a broader reach and increased efficiencies. AI offers both new opportunities and challenges, and the key is using it right. Need a hand optimizing your recruiting processes? Our Talent Acquisition Team is here to help! Check out our Outsourced Recruitment Services or Contact Us.