AI in Recruitment: A Blessing, A Curse, or Just the New Normal?

AI is everywhere. From helping us navigate morning traffic to crafting Instagram-worthy captions, it’s revolutionising industries, and recruitment is no exception. But as the saying goes, just because you can doesn’t mean you should. Especially when it comes to letting AI take the wheel on your CV or cover letter.

In this light-hearted dive into AI’s role in recruitment, we’ll tackle the challenges and opportunities for job seekers and hiring managers.

Dear Job Seekers: When AI Helps… and When It Doesn’t

We get it—writing a killer CV or cover letter can feel like pulling teeth. Enter AI, the superhero swooping in to save the day. Tools like ChatGPT or Grammarly promise polished, professional documents in minutes. But here’s the catch:

:bulb: Authenticity Isn’t Optional

Imagine showing up to a date where your profile picture was a decade old. Awkward, right? That’s the vibe hiring managers get when your AI-polished cover letter reads like a TED Talk, but your verbal communication feels more like a school presentation.

Real Example:

A candidate for a project management role wowed us with a cover letter claiming vast experience in pharmaceutical and Laboratory projects. Sounded perfect for the role —until their resume revealed years spent building roads and highways. Oops. The email and cover letter It’s like your CV saying you’re fluent in French, but all you can manage is “bonjour.”

The lesson? If you’re going to use AI, make sure it complements your truth, not fabricates a fantasy. Proofread and align it with your actual experience.

Why AI Can Hurt More Than Help

1. The Cookie-Cutter Trap:

Many candidates use the same AI-generated templates. After reviewing 300+ applications for a Junior Site Management role recently, the CV’s, Cover letters and intro emails started to blur together — like spotting 20 identical IKEA bookshelves at a garage sale…..(albeit, it was actually this assignment that demonstrated to me how many AI crafted CV’s and Cover letters are floating around).
2. Red Flags Everywhere:
Recruiters can smell AI from a mile away. Repeated adverbs, flowery phrases, and generic layouts? Dead giveaways. While we love efficiency, it’s no replacement for individuality.
3. When AI Gets It Wrong:
Let’s not forget the candidate who let AI craft a cover letter claiming non-existent experience. The takeaway? Trust but verify—always review what AI creates

A Better Way to Use AI

AI isn’t the enemy. When used smartly, it can streamline and enhance your application:
  • Write your cover letter and CV manually, then use AI to polish it.
  • Ask AI to simplify, condense, or clarify your text, but maintain your voice.
  • Treat AI like a personal assistant—not a replacement for your authenticity.

Dear Employers: The AI Challenge Is Real

If you thought this was just a candidate issue, think again. AI is rewriting the recruitment game for hiring managers too. While candidates grapple with authenticity, employers face a new conundrum:

How Do You Assess a Candidate’s Real Skills?

When AI writes their application, how can you be sure the candidate’s written communication matches their verbal skills or job performance? This disconnect can lead to:

1. Risky Hires:

Imagine a contract administrator sending legally binding correspondence riddled with errors because they relied too heavily on AI. Yikes.

2. Missed Matches:
The perfect candidate might slip through the cracks if their generic, AI-crafted CV doesn’t truly represent their skills.
3. AI vs. Reality:
What happens when a CV impresses, but the candidate flounders in person because their real-world communication doesn’t stack up?

Time to Embrace the AI Era

AI isn’t going anywhere, so let’s adapt:

1. Test Written and Verbal Skills:

Integrate a quick written test into your interview process to ensure candidates can communicate effectively without AI crutches.

2. Use AI for Good:
Leverage AI internally to streamline your hiring process, take notes during interviews & meetings or organize team productivity and project management tasks.
3. Upskill Your Team:
Train your staff to use AI responsibly. An “AI Master” role might sound futuristic, but ensuring proper use of AI across your business and teams, could save you a world of headaches.

A Future with AI (and Maybe an “AI Systems Manager”)

In 20 years, recruitment has gone from faxing and cold calls to clients, and utilising tried and tested ‘blags’ to get past Gatekeepers and to source contact numbers and emails for head hunt calls…..to LinkedIn (removing the need for a proficient recruitment ‘blagger’ skills), bulk emailing, AI and more besides.What’s next? Maybe every construction and property business will have an “AI Master”, “Algorithmic Foreperson”,  “Chief AI Officer” (CAIO), “AI & Efficiency Manager” or “Chief Algorithm Overlord” (CAO) to manage compliance, risk, and efficiency in AI use throughout the business. Sounds far-fetched? So did LinkedIn once…..

 

Parting Thoughts

Whether you’re a job seeker or an employer, AI isn’t a villain—it’s a tool. Like any tool, it requires skill, practice, and a human touch. Use it to your advantage, but never forget that authenticity, attention to detail, and communication skills still matter. For candidates, stand out by being you. And for employers, embrace AI while ensuring it complements, not compromises, your processes. AI might be the future, but humans? We’re irreplaceable.Food for thought! Now, what’s your take on AI in recruitment? Drop your comments below—or just let AI write them for you. :wink: