Morgan McKinley’s Post

In this Financial Times article, Neurosight founder Jamie Betts highlights a concerning trend - premium, paid-for AI tools are vastly outperforming free alternatives when candidates use them to 'cheat' in conventional psychometric tests. For employers, this raises serious concerns about social mobility. Candidates who cannot afford premium AI tools find themselves at a significant disadvantage, creating an inequitable selection process. A system where only the less affluent are unable to convincingly fake their way through these tests is clearly untenable. The time to adopt AI-resistant selection tools is now. https://lnkd.in/e7w4W-5S

In today's rapidly evolving #jobmarket, simply using #AI tools like #ChatGPT isn't enough to stand out. Our clients choose to work with us because we know how to leverage AI to navigate a new, more challenging #recruitmentprocess. Bypassing ATS is crucial, but so is maintaining each client's unique voice and tone. By combining AI-driven analysis with our expertise in content creation, we deliver top-notch results that resonate with recruiters and hiring managers alike. As highlighted in the recent Financial Times article, AI's role in #recruitment is growing, but it's the #humantouch that makes all the difference. This is why our clients trust us to lead them through the complexities of the modern job search landscape. #executivecoaching

Interesting take from Thomas Lucas regarding AI in recruitment “Neurosight, in a recent survey of 1,500 student jobseekers, found that 57 per cent had used ChatGPT to support job applications.” The inevitable ubiquity of AI in the workplace and recruitment process reinforces the key role leaders and hiring managers play in balancing technological solutions with the human factor #assessment #development #earlycareers #talent #HRD #ai #ATS #people #leadership

So you can use AI to screen me, yet I cannot use AI to apply? How fair is that? 🤔 Super interesting read about #AI in #recruitment from the Financial Times and something Dr Belinda Board, Michael Lawrence, MS, TEDx Speaker and Rachel Jordan-Evans Chartered FCIPD and I were talking about in a recent Peoplewise conversation. First of all, beware the smoke and mirrors from those peddling their own AI product, looking to use fear as a tactic to sell. Lies, damned lies and statistics. Thanks Mark Twain. Then, the the most interesting thing for me was this statement: "Many large employers have a zero-tolerance attitude towards the use of AI, according to multiple people with knowledge of their processes. The Big Four accountants — Deloitte, EY, PwC and KPMG — have warned graduates against using AI in their applications." #assessment #development #earlycareers #talent #HRD #ai #ATS #people #leadership

To AI, or not to AI: that is the question... A Financial Times article from last week got us thinking here at Wine Jobs UK HQ. It highlights a growing trend in the job market: nearly 50% of job seekers are now using AI tools to write their job applications. Here's the article link: https://lnkd.in/e7w4W-5S It's an interesting read that highlights a number of key points: 1. Application volumes have doubled, but the quality of them has decreased. 2. Recruiters report struggling to sift through AI-generated content. 3. Some large employers have zero-tolerance policies for AI use in applications and will reject these applications. 4. There's a potential socioeconomic divide, with paid AI tools giving an edge to certain demographics. “Without proper editing, the language will be clunky and generic, and hiring managers can detect this,” said Victoria McLean, chief executive of career consultancy CityCV. “CVs need to show the candidate’s personality, their passions, their story, and that is something AI simply can’t do.” With recruiters reporting "bland" applications and "tell-tale signs" of AI use, such as American grammar in UK applications is there a strong case to be made now for NOT using AI? Does AI = "lazy"? Is a 100% human approach the way to set your application apart and get recruiters to notice you? We'd love to hear your thoughts on this either as a job seeker or a recruiter. #AIinRecruitment #JobSearch

Some commentary from inploi in Fortune today about the use of AI by job seekers. tl;dr Ultimately #AI is here to stay and will continue to impact talent attraction and recruitment processes. The challenge then is how to get those people with the most potential for a role in contact with human as efficiently as possible. At inploi we think #AI has a positive and powerful role to play. https://lnkd.in/du_r9zPU

AI is here to stay, so seems like a zero tolerance approach when reviewing job applications that have used AI is not sustainable. Like any new technology AI benefits from the human touch. Leverage your power skills to make your application stand out, make it personalised and original. What else can you do to support your application process? Can you contact the recruiter or the hiring manager? Can you leverage a warm introduction? Make your application impactful by demonstrating how your capabilities match the requirements. Quality over quantity. #JobHunting #AI

📰A new article by the FT discusses how almost 50% of people are using AI to assist with their job applications and that its partly contributing to the high job application rates that all agencies/companies are receiving. I personally see no issues with using ChatGPT or other AI to apply for roles. Some processes can have 3 - 4 250ish word questions that require tailored answers for every application. If you are applying for multiple roles a day that's thousands of words. I think the issue lies more with the LinkedIn easy apply, where applying is so simple that there is little incentive to even scan a job specs. But again I appreciate spending a long time on application is frustrating if you never hear back. 🤔Curious what job seekers think of AI when applying for roles and if they think it helps with their job applications. Article below: https://lnkd.in/ge_SdqAv

Reacting to the AI-Driven Job Application Surge: A Recruiter's Perspective 🚀 In light of a recent Financial Times article it's evident that the job market is experiencing a significant shift due to the increasing use of AI tools like ChatGPT and Google Gemini in the job application process. As an executive recruiter, I'm highlighting this article because it underscores a critical challenge we face today: 1️⃣ The Surge in AI-Generated CVs: The article reveals that up to 50% of job seekers are now using AI to craft their applications, leading to an overwhelming volume of applications but with varying quality. This trend is making it increasingly difficult to identify the most qualified candidates. 🚪🔍 2️⃣ Spotting AI's Influence: The tell-tale signs of AI usage—such as generic language and mismatched grammar—are becoming more prevalent, which often results in applications that lack the personal touch and genuine insight into a candidate's experience. ✍️🤖 3️⃣ Maintaining the Human Touch: Despite the rise of AI, the article emphasizes that human-to-human interaction remains irreplaceable, particularly in the final stages of recruitment. This is where true potential and authenticity are revealed. 👥🤝 4️⃣ Ethical Considerations: The use of AI raises ethical questions, particularly concerning the integrity of the application process. The article highlights the need for transparency and caution, especially when AI is used to enhance or even cheat on assessments. ⚖️🔒 I believe it's crucial for both candidates and recruiters to navigate this evolving landscape carefully, balancing the efficiency of AI with the irreplaceable value of genuine human insight. 🌟💼 #Recruitment #AI #JobHunting #HiringTrends https://lnkd.in/dQYereci