ScopeAT

By now, most recruiters know the drill: You get a req, post the job description, and even though the role has rigorous requirements . . . you receive 3,000 applications. 

It might be funny if it weren’t so overwhelming. But it is overwhelming, especially when talent professionals are already stretched to the limits. And it’s been one of the unexpected consequences of candidates using generative AI to help with their job searches (which, in many ways, has been a good thing, especially in this tough job market). 

Call it a perfect storm. Because of multiple layoffs since late 2022, skilled workers have been searching for jobs in droves at the same time that GAI has allowed them to bulk-apply to roles. 

But knowing the reasons for this phenomenon doesn’t make it easier to address. So, in the spirit of the era, we asked four talent leaders: How should recruiters handle the influx of AI-assisted applications? 

Below you’ll find their thoughtful and helpful answers. 

J.T. O’Donnell: Write job descriptions that require candidates to complete specific tasks 

“As a career coach helping thousands of job seekers navigate one of the worst white-collar job recessions in decades,” says J.T. O’Donnell, founder and CEO of Work It Daily, “I find it no surprise that many are turning to AI-generated tools to get through applicant tracking systems (ATSs). However, this has led to an overwhelming surge of generic applications, making it harder for recruiters to identify serious candidates.

“To address this, I encourage recruiters to design job descriptions that require candidates to complete specific tasks — such as answering tailored questions or submitting a written summary on a topic. This helps differentiate between those simply using AI tools and those who are truly engaged with the application process. 

“Equally important is that recruiters acknowledge the efforts of candidates who follow these instructions. If a candidate takes the time to thoroughly complete the application process, they deserve a response, even if they’re not moving forward. Failing to provide feedback can damage the company’s reputation, as candidates may assume automation is handling the process and lose trust in the company.”

Tim Sackett: Welcome candidates who are adept at AI 

“Our reality in recruiting,” says Tim Sackett, president of HRU Technical Resources, “is that candidates are going to use every automation and AI tool they can to help them get the job they desire. This means more applications for us to review. Instead of cursing AI for this, we should welcome it. We actually want candidates to use AI tools when we hire them, so we should welcome them using AI to apply to our jobs! 

“Our concern really isn’t about AI-enabled and assisted applications from candidates. We need to focus on how to use recruiter-enabled AI tools to help us filter and rank the best candidates who are applying so we can spend more time with these candidates and truly deliver the best talent to our hiring managers. 

“More applicants are never a problem. It actually gets us closer to being more inclusive and hiring the best talent in the marketplace.”

Stacey Gordon: Use keyword searches to narrow your pool of resumes  

“I think we can address this problem using keyword searches,” says Stacey Gordon, executive advisor and workplace culture consultant at Rework Work, “which is where skill-based recruiting comes in handy.

“Begin with standard criteria that might be a little more narrow than usual. If there are five skill requirements needed for the role, start by searching for resumes that include those, plus a few nice-to-have skills. You can batch process by narrowing the field down to applicants who can be categorized into groups. For example, those who were active in a specific organization like the National Society of Black Engineers. As you create these more narrow pools, you will then have a more manageable list to work with. From there, you can utilize a video interview platform to send out questions to the candidates.

“But if you don’t have access to such a platform, you can use your ATS system to bulk-send a clarifying question to be responded to, in the event there is a specific type of task for which you’d like to obtain more information about their experience or a software program you need the candidate to be familiar with. AI could then be used to compare the written responses to your prompt.”  

Hung Lee: Rethink how we assess resumes and CVs

“Job applicant use of GAI,” says Hung Lee, curator of Recruiting Brainfood, “poses a significant challenge to the legacy hiring practices. For the first time, candidates are able to both apply at scale and personalize each application. This is overwhelming recruiters’ ability to screen candidates in the traditional way. 

“There are three options for employers: Deter, detect, or design. Deter is messaging clearly to the job applicant that GAI-supported applications will not be considered. Detect is using software to try and identify where AI is being used and screen out accordingly. Design is rethinking assessment, such that it is, to fit it for this AI-enabled future. Inevitably, this means shifting away from resume/CV/application form and onto other methods of assessment less exposed to AI.

“Obviously only the third option is tenable in the long term.”

Uncategorised