Sandra Lavoy saw a strange stop and hesitation from a job candidate when she asked questions on a video call. Stagnation was not natural; Neither reactions.
In the employment agency Robert Half, Regional Director, Lavoy suspected that the candidate was using artificial intelligence to generate answers during a live job interview.
“I asked the question,” he remembered. “And they jumped from the call.”
This experience was not once for Lavoy, so he asked the candidates to show personally.
About seven percent of the unemployment rate, people hunting for work are looking to get an edge on fellow job seekers. Some ancient, error-free resumes are moving to AI to generate and even prepare for interview. But in that tendency, many work is questioned on its morality in favor.
Companies have begun to pay attention to the misuse of AI Tools during the live interview and have become a trend in the last few months, actually a Canadian Senior Talent Strategy Advisor Alexandra Tillo.
Many recruitments have no objection to the use of AI in job discoveries, Tilo said, but it raises an alarm when the candidates leave all personality when writing a cover letter or rely a lot on technology during interviews rather than their own knowledge.
He said that many candidates from the same reactions to status or behavioral questions, with a delivery, which lacks emotional intelligence, is what the recruiters have to do for inhuman candidates.
Tilo said, “It is very difficult to judge one’s skills, especially if the answer is not really their own and it causes a little waste of time … (and a) lacks faith,” Tillo said.
A tough job leaves very little space for errors from market candidates – possibly one of the reasons that feel forced to use AI during a live interview, Tilo has speculated.
Employers are taking more time to hire the right candidate: transfer through the piles of applications and rely too much on the AI-managed application tracking system. Meanwhile, the candidates are using AI to insert the correct keywords in the hope of getting through those systems, aerial Hening Wood, Carrier Coach of Canada Career Counseling said.
“We are losing personal resumes and then we are losing personal response from the employer,” he said.
But there are ways when AI can be used effectively in search of work, Wood said.
His strategy includes step-by-step prompt engineering-generative AI programs and apps such as chatbot chatgips such as what it needs to do for every stage of job discovery.
“When it comes to this employer research, AI could definitely be your best friend,” Wood said. AI can help gather information about the company’s turnover rate to work to work there.
The next piece is the cover letter. She suggests that starting with a common template borrowed from AI, then personalizing it with her voice through the right signals.
“Instead of just saying,” I want a job, “it should be: ‘I want this job, and that’s why I am a good fit. That’s why I feel connected to this role,” Wood said.
He said that he said, while analyzing the job posting to re -start and tailor that research for the cover letter, while adding the right keywords.
“AI needs to be used in the job search process to be effective against the application-tracking system,” Wood said.
Then, Wood suggested to take advantage of AI for practice interview questions – such as generating questions that you may be asked or to exclude achievements from your resume to give a relevant answer to job interview.
“You can record yourself to answer the questions of the interview, and then it will give you an AI-reaction, which can be helpful,” he said. But there is also a response from a friend or career counselor, Wood said.
Once a candidate works, Wood said that AI can help in offering a conversation.
“It can scan the proposal and flagged anything that can be out of the ideal,” he said. “This can tell you … where the proposal may have space for interaction.”
AI is not just a tool of the Polish resume for Karan Saraf, which is studying public relations and looking for a job. In a few days, he uses it to create an understanding of his scattered ideas while applying on the job, while other times, it is about interviews playing the role.
And his strategy worked, interviewing him in a difficult young job market.
Saraf said that until he is impure or misleading the employers, he does not feel the need to tell that he has taken advantage of AI in his job search journey.
“But then, if I ever asked this question, I will be honest about it,” he said. “It is part of being a moral AI user.”
Wood said that a moral AI user would know if they have been questioned if they are re -questioned.
“I don’t believe that you need to go into an interview and say,” By the way, I got ready with AI, “she said. “This is now a common device that everyone is using and if you are using it morally, there is nothing to disclose.”
But Carly Bell feels that the employers and job seekers create imbalances. The upcoming Ontario Vidhan asked companies to reveal the use of AI in screening, selection and assessing the use of AI in their public job posting.
“This is the employer … who are going to be held for legal standards around such goods and expectations, but still there is nothing to guide the job seekers,” said Bell, Director of Consultation in Bell, Catation Canada.
Bell estimates that employers will also start expecting job seekers to disclose the use of AI for transparency in both ways.
Nevertheless, using AI in the search for a job is unlikely to harm a candidate, as long as they remain creative and talk about personal experiences, Bell said.
Bell said, “In a world where everyone is the same … and you are trying to compete against machines on both sides, we know that human actually still still matters,” Bell said.