For AI candidates, it is a tool that allows you to prepare more efficiently for the process. It helps to create a personalized CV, analyze the description of the position or even susimulate the recruitment conversation.
CV written by artificial intelligence is already everyday life. And, although recruiters admit that with the naked eye you can see which was created by the candidate, and which by the algorithm, for the majority, this is not a problem. – That's why we have AI to support us at such moments. In my opinion, this testifies to the commitment of the candidate and that he cares about – says Patrycja Lachowska, a partner at Nuvadis. The problem begins when we abuse it.
CV worthless lagoon
AI allows mass sending of the application, even if they are completely inadequate to the offered position. Effect? Recruiters are flooded with thousands of applications, of which a large part is not related to the offer. – It leads to bilateral frustration. Candidates send 300 CV and are surprised that they do not get an answer. Meanwhile, on the other side there is a recruiter who must go through 1,500 applications, often completely missed – explains the recruiter.
– And I don't mean cases when someone has three years of experience instead of five. We are talking about situations when an employee of the bank branch reports to the position of chief accountant – he emphasizes. This lagoon of junk e-documentary is just the tip of the iceberg.
Candidates turn on AI and disable thinking
Desperation knows no bounds. More and more candidates can support chattempt during an online conversation or a similar LLM model that “listens” to questions and immediately generates answers. – You can see when someone reads the answers. And the candidates are aware of this, because many attempt to push through a telephone conversation instead of video conferences – says Patrycja Lachowska. – On the one hand, we are afraid that AI will take a job to us, on the other – we do everything to give it to robots – he adds.
Some have already come to such a level that they first send the generated CV and later They send a bot for an online interview. Most often they are positions from the IT industry, programmers. – I know the cases of companies that have introduced, e.g. the requirement to put your hand and wave in front of the camera to verify if they are definitely talking to man.
Critical thinking becomes foreign to us
The problem begins where AI becomes a substitute for thinking. – I clearly see that the candidates feel pressure to answer perfectly – Even if they have knowledge, they support a generative AI. Unfortunately, because of this they lose the priceless skills of formulating the statements independently – notes Lachowska.
In addition, the useless use of AI leads to compromising errors. – The names of companies that have nothing to do with the industry, or outdated data – because someone uses the free version of the model, whose resources end in 2023 – he adds.
Risky data sharing
Added to this is the problem of data security. – In order for us to send a report to the client, the candidate must sign three different consents: GDPR, i.e. consent to the processing of personal data, NDA, i.e. a statement that he will not use the information that he will hear from us and consent to data transfer to the client – says the expert.
Meanwhile, candidates often provide this information – their CVs, personal data and even financial reports – AI tools. “It's like they have made them available to all the Internet,” warns Lachowska. – And then various conspiracy theories are created about the dishonest activities of companies.
Tactical game for talents
Employers are increasingly looking for a way to capture the unfair practices of candidates. One of them is contextual questions – For competition or events after 2023 – which quickly verify the real knowledge of the candidate. The complexity of the Polish language also helps: Regionalism and more difficult wording are a big challenge for chats.
The methodology is a good tool Star (situation, task, action, result)in which the candidate must tell about specific professional experiences: situations, tasks, activities undertaken and the results achieved. This is a form of questions that cannot be given a universal, generated answer – they require reference to their own experience and reflection.
However, nothing says more about the candidate than a live meeting. International corporations like Google or McKinsey are coming back to meetings face to face. According to “Wall Street Journal”, McKinsey introduced the requirement of at least one personal meeting before submitting the offer a year and a half ago, responding to mass use of AI during online talks.
Polish companies have a similar approach. – More and more customers are demanding that at least one stage take place in the recruitment process. That we would not only check the actual state of knowledge of the candidate, but also assess his behavior and body speech – admits Patrycja Lachowska. – At first it seemed to be a waste of time. And then I started to meet these candidates and understood that There is a gap between their behavior online and face to face – emphasizes.
Soft deficit competences
People have lost their face to face the ability to talk face to face. – They do not know what to do with their hands, they avoid eye contact, and to meetings instead of a notebook, they bring laptops, without realizing that it is an elementary disrespect – lists Lachowska. Although this sounds trivial, Pandemia and technological jump have made our basic social skills disappear.
What is even more shocking, this does not apply only to people without experience. It is also the attitude of people in high positions. – Leaders who have built soft competences for years today are happy to give them technology, without reflection on the consequences. I understand that returning to the office is not convenient, but when I hear from the leader literally that he will not get out in the “Duplejp hour” office, my red lamp lights up. Who, if not him, is to develop teams and strengthen soft competences in them?
Artificial intelligence in recruitment has great potential – it can facilitate and accelerate processes. However, its non -reflective and unethical use leads to serious problems. Patrycja Lachowska warns that we have reached the point where The recruitment process is more and more like a game in which everyone is suspected of everything. Recruiter candidates – a disregarding approach and soullessness, and candidates' recruiters – for fraud using AI. It is difficult to build healthy relationships in such an atmosphere.
