Recently, Human Resource Services (HRS) has received inquiries regarding the evaluation of application materials suspected to be generated using artificial intelligence (AI) applications such as ChatGPT or Anthropic Claude 3. HRS is aware of discussions within search committees about the implications of AI-driven content creation in resumes and cover letters. Should there be concerns regarding applicants utilizing AI in preparing their application documents? The answer is a resounding no.

Using AI tools to compose resumes or cover letters is similar to leveraging a Microsoft Word template, an online form, consulting a career advisor, or seeking input from a trusted peer. It does not constitute grounds for disqualifying an application in and of itself. Rather, it underscores the evolving landscape of technology integration in professional pursuits.

Online resources abound with articles advocating the use of AI in crafting application materials, delineating its advantages, drawbacks, and optimal practices. Embracing AI in this context can underscore an applicant’s proficiency in harnessing modern technology and fostering innovation in their approach.

Some versions of Microsoft Word’s resume templates, for instance, offer users the ability to input a desired job title, prompting tailored sample resumes pertinent to that role. This exemplifies the accessibility and utility of technology in aiding applicants in their job search endeavors.

While concerns have been raised within the recruitment field regarding potential overstatements of experience and skills facilitated by AI applications, it is crucial to note that such embellishments are not exclusive to AI usage. Effective interviewing techniques remain paramount in discerning the accuracy of information presented in an applicant’s materials.

Ultimately, the evaluation of application materials should hinge upon the substance of the information presented, free from uninformed biases or assumptions. A thorough recruitment process encompassing interviews and diligent reference checks provides the best framework for substantiating the accuracy of an applicant’s claims.

For further inquiries regarding recruitment processes, best practices, or challenges, please contact your HRS Service Team or HRS Talent Acquisition. We are dedicated to assisting you in making informed decisions that align with your team’s needs.

HRS Service TEAM LOCATOR
HRS Talent Acquisition

Content Credit: Bonnie Wilmoth, HRS Talent and Acquisition Manager