HR leaders are open to candidates using AI tools—but there’s a catch

With many industries hit by layoffs, 2024 saw a challenging job market, with some professionals experiencing longer than usual job searches and increased competition for positions. To navigate this market, job seekers are turning to AI tools to increase their chances of standing out and, potentially, shorten the length of their unemployment.

AI tools offer the allure of enhancing a job seeker’s professional brand, but is it wise to rely on them? And how do HR managers and professionals view the use of AI in the job search? Data from Zety’s HR and AI Recruitment Report sheds light on these questions, providing insights for job seekers to leverage AI responsibly.

HR managers are open to AI—within limits

One key takeaway from the Zety report is that while most HR managers are open to job seekers using AI in the application process, there are limits. Sixty-six percent of hiring managers approve of using AI tools to create résumés and cover letters, seeing it as an asset for those job seekers who struggle to craft these documents. AI can even the playing field by allowing candidates to present their best professional brand, elevate their application materials, and stay more competitive in a saturated job market.

However, while moderate AI usage might be accepted, hiring managers have their limits. Concerns about using AI tools still exist for hiring managers, as 42% consider its use unethical. For job seekers, AI can be helpful, but it’s crucial to ensure final products maintain a human touch that highlights your unique professional identity.

AI can support applicants in laying a strong foundation for a job application. Still, it’s up to every job seeker to ensure their authentic brand, experiences, and qualifications are reflected in their materials, including résumés and cover letters. This is a key reminder to all job seekers that AI is a supportive tool that should never replace the personal touches only you can add to your job applications.

Using AI tools for skill testing

The Zety HR and AI Recruitment Report shows the adoption of AI in certain aspects of the job search is growing, such as creating application materials. However, HR professionals are less keen on accepting its use for skills assessments. According to the Zety report, 71% of HR managers expressed concern that AI might skew the results of recruitment-based skills assessments. This could render these tools obsolete, making it harder for hiring teams to use them to assess top candidates.

As companies continue to rely on skills assessments to evaluate candidates, the scrutiny of job seekers will become more intense. Any signs that AI was involved in altering the results of these assessments could create doubt about the candidate and potentially disqualify them from being considered for the role.

These skills assessments are designed to evaluate an applicant’s own abilities and provide a true idea of how well they will perform on the job. Using AI to complete these assessments not only defeats the purpose of the test but can also call into question whether you are truly the right fit for the role.

For job seekers, it is essential to focus on presenting your skills and abilities honestly to eliminate the possibility of misrepresenting your capabilities. This is key to not only excelling in the interview but in the actual role, too.

How to use AI tools responsibly

So, what is a job seeker to do when it comes to using AI tools both ethically and responsibly?

AI can provide a great starting point for drafting your application materials like résumés and cover letters. But these are just starting points, and AI should never replace your own voice, personality, or passion for your next role. The final version of every aspect of your job search should always represent you.

Always be ready to support your application materials and discuss your experience in your own voice. If you are using AI to help with foundational content creation, make sure that you can still speak to every point on your materials. Never let AI create a brand that is so different from how you present yourself in person.

Avoid using AI for skills assessments beyond support with proofreading or grammar checks. AI can help you polish up responses to skills tests, but in all cases, you should avoid using it for tasks where your professional abilities are being evaluated. Hiring managers are getting savvy in this area and you don’t want to take yourself out of the running for your dream role.

As AI transforms our professional landscape, it will continue to be a valuable tool for both job seekers and hiring teams. For job seekers, AI can help you stand out in a competitive crowd. But, it’s important to note that you are the one who did the hard work to get where you are professionally. So avoid letting any machine take credit for your experience; your career journey is one you own entirely.