Sandra Lavoy, a regional director at the employment agency Robert Half, experienced notable awkward pauses and hesitations from a job candidate during a video interview. She suspected that the candidate was utilizing artificial intelligence (AI) to craft responses, and when she confronted this suspicion, the candidate abruptly exited the call. This incident prompted Lavoy to request in-person interviews, a decision not taken lightly given the competitive job market.
With the unemployment rate hovering around seven percent, job seekers are striving for an advantage, with some opting to use AI tools for immaculate resumés and interview preparation. However, this trend has raised ethical concerns among employers. Alexandra Tillo, a senior talent strategy adviser at Indeed Canada, noted a growing recognition among companies about the misuse of AI in live interviews, pointing out that candidates who lack genuine personal insights in their cover letters and those who excessively rely on technology during interviews can trigger alarms for recruiters.
Tillo further explained that similar responses from multiple candidates regarding situational or behavioral questions, delivered with an evident lack of emotional intelligence, help reveal inauthentic applicants. This circumstance presents challenges for recruiters in accurately assessing candidates’ skills, resulting in inefficiencies and diminished trust in the hiring process.
The challenging job landscape adds pressure on candidates, who may feel compelled to employ AI solutions during interviews. Employers are spending more time searching for the right candidates due to the overwhelming volume of applications and the use of AI-driven application tracking systems. Candidates, on the other hand, resort to AI for crafting resumés filled with the right keywords to navigate through these systems, as highlighted by Ariel Hennig Wood, a career coach at Canada Career Counselling.
Despite the challenges posed by AI, Wood emphasized several effective ways to leverage AI in the job search process. One strategy involves "prompt engineering," where candidates provide precise instructions to generative AI programs such as ChatGPT for various stages of their job search. For instance, Wood recommends employing AI for company research to gather valuable insights into turnover rates and employee satisfaction. When crafting cover letters, she advocates starting with a generic AI template and customizing it to convey personal fit and connections to the role.
Furthermore, tailoring research to the resumé and cover letter while analyzing job postings to incorporate relevant keywords is essential for a successful application. Wood also suggested using AI to simulate interview questions, which can enhance preparation and help candidates articulate their relevant experiences better. Recording responses and obtaining AI-generated feedback could also be beneficial, alongside seeking insights from friends or career counselors.
Once candidates secure job offers, AI can assist in negotiations by identifying inconsistencies in offers and areas with potential for negotiation, according to Wood. Karan Saraf, a public relations student actively job hunting, also makes use of AI to organize his thoughts for applications and role-play interview scenarios. He believes his strategy has led to successful interviews within a competitive youth job market, and he feels no obligation to disclose his use of AI unless directly questioned.
Wood clarifies that an ethical AI user should be well-acquainted with the contents of their resumé if asked about it, indicating that disclosure about using AI for preparation is not necessary, especially as the use of AI becomes commonplace. However, Carlie Bell, director of consulting at Citation Canada, contends that this situation may lead to an imbalance between employers and candidates, as new Ontario legislation mandates companies to inform job seekers about the use of AI in screening and assessment by January 1, 2026. Other provinces have yet to implement similar requirements.
Bell anticipates that employers may soon expect job seekers to disclose their usage of AI for transparency. Nonetheless, as long as candidates maintain authenticity in their narratives and discussions of personal experiences, utilizing AI during the job search is unlikely to hinder their prospects. Bell asserts that individuality remains crucial, especially in a landscape where generic applications can often seemingly blend into one another.
This evolving dynamic highlights the duality of AI's role in job searches, presenting both opportunities for candidates to enhance their applications and challenges in maintaining authenticity amid automated responses.
