If you’re hiring, it’s likely that an artificial intelligence (AI) tool helped create many of the resumes you receive. AI uses machine learning technology to pull content from online sources and “write” new content.
ChatGPT, the fastest-growing internet application of all time, is one of the most popular tools job seekers use today for resume writing. According to a 2023 ResumeBuilder.com survey of current and recent job seekers, 46% of applicants have used ChatGPT to create their resumes or cover letter content. Impressively, 70% who have used ChatGPT report a higher response rate from employers.
This means that hiring managers must be aware that up to half or more of Job applicants will have used AI to help prepare their application materials. Here are some things to be aware of in today’s age of AI-generated resumes.
In addition to ChatGPT, there are many other AI-powered resume generators that job seekers can choose from.
These tools generally:
For example, in ChatGPT you can enter a prompt that says, “Write a resume for a software engineer,” and within seconds, the tool will list:
Other resume generators, such as Resume.com, will provide a resume template based on the job in question and suggest text to include on the document.
Job seekers know that AI can be very helpful with generating a strong, professional-looking resume. For example, college graduates fresh out of school know that an AI tool can give them a great idea of what information employers want to see for different job titles. For career changers, AI tools can provide helpful ideas for the types of skills, certifications, and work experience required for the job they’re seeking.
Because AI tools keep getting smarter, it’s becoming harder for hiring managers to spot an AI-generated resume and know if it accurately reflects a candidate’s experience.
Some of the common challenges hiring managers face include:
Because it’s becoming harder to tell the difference between human-written and AI-generated resumes, you should develop a structured review process to carefully examine each resume you’re considering. This way your team will be better equipped to spot fake resumes or ones that include false experiences provided by AI.
To effectively assess AI-generated resumes, it’s important to provide ongoing training so hiring managers can be on the lookout for red flags. Following are some actions your team can take to evaluate resumes and decide on the next steps for how to manage candidates in the pipeline.
One way to see if a resume came from an AI generator is to run the resume content through a plagiarism checker such as Copyscape. Simply copy and paste the content in question into the tool, and it will instantly search websites and flag duplicate content. This is an easy way to see if the resume content came from another site, which can help you eliminate a candidate who copied their resume content.
Anyone who’s looking at resumes should also be highly familiar with the job description’s content. If the resume is extremely similar to the language in the job description, the candidate may have pasted the job description content into an AI generator. This may not necessarily disqualify a candidate, but it means a hiring manager should do some deeper research into the candidate’s qualifications.
When you’re evaluating a candidate, look at all the communication they’ve had with your hiring team. If the resume copy style is strikingly different compared to cover letter content, email correspondence, or other types of communication, it’s possible the candidate used AI to generate their resume.
A resume is just one representation of a candidate’s qualifications. When your hiring team is considering moving a candidate along the pipeline, make sure to check the individual’s online presence. Look at social media sites, especially LinkedIn, to further evaluate the applicant’s experience, credentials, and professionalism to see how those items relate to what’s stated on their resume.
If you move a candidate to the interview stage, make sure interviewers ask candidates to expand on the experience and skills specified on their resume. Depending on the position, you might ask for work samples or for a candidate to provide more details on their accomplishments.
In the interview process, pay attention to a candidate’s confidence when they answer questions and talk about their work samples. A lack of confidence or specificity may mean they’ve overstated their qualifications based on AI-generated content.
As you review resumes for new job postings, you can better spot AI-generated, copy-and-pasted resumes by following a few guidelines:
It makes sense that many candidates will use AI to at least get them started with resume creation. Hiring managers must therefore look beyond the resume to validate the experience and credentials of candidates being considered for the job.
Want expert help in creating better job descriptions and evaluating candidates? Talk with a Nelson Connects account manager to learn how we can help you.