We’re Recruiters. This Is The Biggest Tell You Used ChatGPT On Your Job App.

In the age of AI-powered writing assistants, applying for jobs has never been more accessible or challenging, depending on how you approach it. OpenAI’s ChatGPT, for instance, can whip up a polished resume or cover letter in minutes with just a few prompts. But here’s the catch: recruiters are becoming experts at spotting AI-generated applications. Recruiters like Bonnie Dilber, a manager at Zapier, estimate that nearly a quarter of applications they receive look suspiciously AI-driven. And rather than impressing, these applications can come across as impersonal or lacking in authenticity. When applications have that “copy-pasted” vibe, recruiters see it as a red flag.

The most apparent giveaway? Robotic, formulaic responses. Many job seekers lean on AI for boilerplate answers like “Company’s mission of ‘insert mission statement’ resonates with me.” Dilber recalls seeing identical answers multiple times, and it doesn’t take a genius to guess that candidates used AI tools. These repetitive phrases and everyday use cases make AI-generated content easy to detect. Gabrielle Woody, a recruiter at Intuit, adds that terms like “adept” and “tech-savvy” stand out unnaturally in resumes from early-career applicants, hinting that ChatGPT lent a hand in crafting the language.

On top of the rigid phrasing, AI-generated applications often lack a personal touch. For Laurie Chamberlin, a North American recruitment leader, candidates who list buzzwords like “excellent communicator” without backing them up with personal experiences raise a red flag. Real-world examples bring authenticity to an application; without them, applications seem hollow and unconvincing. Worse yet, some candidates don’t even bother editing their AI-generated responses, leading to resumes that still contain placeholder text or formatting issues—a dead giveaway for recruiters.

So, what’s the best way to use AI without it backfiring? Recruiters suggest using tools like ChatGPT as a springboard for brainstorming, helping candidates identify experiences to highlight or skills relevant to a particular role. From there, it’s up to the applicant to revise and inject personal anecdotes, unique achievements, and specifics they can bring. According to Tejal Wagadia, focusing on a few tailored applications with genuine effort trumps sending out dozens of AI-generated submissions. And if you’re tempted to exaggerate? Think twice. A tech recruiter, Kelli Hrivnak, warns that AI-generated embellishments could risk your credibility if they’re not grounded in truth.

Companies want human employees who bring something distinct, not cookie-cutter AI creations. AI might get you a decent draft, but it’s the human touch—authenticity, attention to detail, and honesty—that ultimately lands the job………[read more]

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As AI becomes increasingly common in business, marketing, and the job market, what do you think this means for the authenticity that brands, employers, and consumers value? How could this trend impact relationships between companies, employees, and customers?

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