500 applications in one night: The new challenge for recruiters facing AI

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Imagine: a person applies for 500 jobs in one night, without ever clicking a button. This is now a reality thanks to artificial intelligence. Tools like LazyApply, Massive or JobCopilot allows candidates to fully automate their job search.

This reflection began for me over a year ago , during exchanges with Karim Mabrouky who presented on the subject at trumontreal 2023. At that time, we still observed three attitudes towards AI: those who embrace the innovation, those who refuse it, and those who ignore it. Today, ignoring AI in 2024 is no longer an option. And it was about time I got to the end of this article ;)

Automation that redefines the rules of the game

Automation tools do not are not limited to sending CVs in bulk. They generate personalized and optimized cover letters, adapted to each offer. The result? An impressive flow of applications, often impeccable on paper.

This poses an unprecedented challenge for us: how to distinguish motivated people who are aligned with the company from those who simply surf on automation?

SEO in the age of AI: is your job offer discoverable?

SEOs will also have to adapt upon arrival of AI in different SEO sectors. Generative AI is increasingly present in search engines. Tools like ChatGPT and Google's IA Overviews, for example, are starting to modify SERPs (Search Engine Result Page - or Web page generated by a search engine). However, the responses generated by AI are particularly relevant to informational searches. Job advertisements must therefore be optimized to be spotted by these platforms, in addition to classic SEO. It is important to understand the algorithms used by these platforms and tailor ads accordingly. 

It will also be relevant to explore a variety of sources. With the expected decline in Google's dominance in the face of the rise of virtual assistants such as Search GPT, Anthropic, or Apple Intelligence, as well as other search platforms like Amazon and TikTok, it becomes essential to implement a strategy focused on the diversification of traffic channels.

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Motivation assessment: a new paradigm

The use of AI by candidates forces us to review and revise our interview questionnaires (and that's good!). Our managers must be aware that the people who apply and meet may not have applied "directly" for the job.

Evaluating the motivations of candidates becomes a crucial issue in this new context. Traditional questions like “Why do you want to join us?” or “What attracts you to our company?” can now seem obsolete in the face of people applying massively via AI. The real question is no longer so much to know why they chose our organization specifically, but rather to evaluate their ability to flourish and contribute to it. It becomes necessary to explore new evaluation approaches: asking them to talk about their concrete achievements, to describe specific professional situations, or to explain how they see their contribution to the position. The focus should be on value compatibility and adaptability rather than the application process itself.

Managing the massive influx of relevant applications

The rise of AI-generated applications is also pushing us to rethink our selection processes. The challenge for certain positions is no longer finding qualified candidates, but being able to differentiate them among a mass of seemingly all relevant profiles. Several strategies can be implemented:

  • An AI that talks to an AI: sorting software can identify specific keywords, key experiences or cultural traits aligned with the company .
  • Evaluate beyond the CV: A relevant CV is not always enough to reveal the individual's potential. Introducing steps like targeted questionnaires or technical assessments can help distinguish truly suitable talent.
  • Collaborate with managers: Actively involving managers in the selection process can enable better alignment between the needs of the position and identified profiles. It also helps to spread the evaluation burden across multiple shoulders.

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AI and cheating in interviews hiring: challenges and perspectives

The use of AI by candidates during job interviews, in particular to obtain answers in real time, is a growing phenomenon which raises ethical and practical concerns.

For example, the tool Final Round acts as a teleprompter for candidates during online interviews, providing them with answers based on their CV and cover letter. Although designed to boost their confidence, this tool has been criticized as a form of cheating because it does not accurately reflect the actual skills of those applying.

These practices raise questions about integrity of the recruitment process and the ability of employers to authentically assess the skills and motivation of candidates. It is therefore essential to develop strategies to identify the use of AI during interviews and to maintain fair and transparent hiring processes.

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The challenge is to maintain a balance between the efficiency of the process and the quality of the candidate experience, while ensuring a fair evaluation of each profile .
In any case, this practice pushes us to fundamentally rethink our recruitment practices. The challenge is no longer to resist this transformation, but to intelligently integrate it into our processes while preserving the human dimension essential to recruitment.
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