The Role of AI in Recruitment in Australia

Across every aspect of life, the use of Artificial Intelligence (AI) is increasing daily. 

AI has been widely used in recruitment for years. The traditional recruitment process takes up a lot of time. Recruiters are always trying to find new ways to streamline it, find the right candidate, and place them in the organisation more quickly. 

However, as AI tools become more sophisticated, their influence will start to be seen at every stage of your application. 

Over 250 different AI tools are now used by recruiters in Australia, and some surveys estimate that almost 75% of recruiters use AI to help them fill vacancies. 

In this blog, we break down the role of AI in recruitment, and how candidates can prepare to impress both a recruiter and a machine. 

Job Descriptions 

One of the most time-consuming parts of the recruitment process is the creation of job descriptions. 

As a result, recruiters are turning to tools like ChatGPT, which uses large language models to write job descriptions based on the prompt criteria it is fed. 

As a candidate, you now have the option to use AI to submit pre-populated Resumes and Cover Letters to apply for open roles. However, we do not recommend this, as your documents will be generic and will not highlight your specific skills and experience.

Not only that, but employers are increasingly asking candidates upfront if they are using AI to prepare their documents, and will even use software to determine if they have been written using AI. 

In most cases, AI-generated documents are rejected by prospective employers, as they make them believe you didn’t put time or effort into the application process. 

You should use tools like ChatGPT to ensure you are clear on what the job description is asking for, and how to structure your documents before you begin writing.

For example, you could:

  • Copy the job description into ChatGPT, and then ask it to generate a list of potential keywords that you can factor into your Resume.
  • Ask for a list of the kinds of experience – such as examples of software you’ve used – to provide information for what you should include on your Resume.
  • Based on the job description, ask ChatGPT to create a structure for a Cover Letter, splitting it into the basic key sections. You can then use this as a springboard and tailor the information to your experience.

Resume Screening 

AI has been used in resume screening for many years – particularly in association with Applicant Tracking Software (ATS). 

Recruiters will typically use ATS for the first screen of all the resumes they receive for a role. They will filter documents based on keywords in the job description. The more keywords from the job description you include, the more relevant your resume will seem – so you will move to the top of the search results. 

This helps recruiters only contact the most appropriately skilled and experienced candidates. 

It is important to note that this system isn’t bulletproof. 

For example, if the ATS is set up to screen for a particular keyword but a well-qualified candidate uses a different term to describe the skill, their resume could be automatically skipped even if they are perfect for the role.

Reducing Accidental Bias 

AI tools are also used to reduce discrimination in the job application process. The software is set up to focus on keywords that match the job requirements, rather than factors such as age, education, or gender. 

However: the software is only as good as the data it has been trained with, and can have the opposite effect.

For example, Amazon previously hit the headlines because they trained a resume screening tool using documents submitted by men. This resulted in the AI showing a preference towards resumes from men – accidentally excluding women from the application process. 

Employers must ensure their screening processes are based on documents from all demographics, rather than one group. 

Written Application Forms

Written application forms may be set up using AI software so the answers submitted can be analysed before feedback is sent to the recruiter. 

It can be tempting therefore for candidates to use AI to answer these questions. However, repeating a generated answer will now show your personality. 

Instead, if you have time to prepare and receive the questions in advance, you could use AI to help structure your answers.

For example, you could input the question and then ask ChatGPT to structure your answer based on the STAR (Situation, Task, Action, and Result) framework. This is a popular way of answering behavioural interview questions. 

Then, you can take this structure and write the answer in your own words before you submit it.

Video Interviews

AI tools are even used to conduct interviews as part of the recruitment process. 

AI software asks you pre-determined questions and then analyse not only your answers, but your tone of voice, speed of speech, and facial expressions to judge whether you are a good fit for the role.

This use of AI doesn’t allow for nuance. A candidate may be judged poorly if they are nervous, their screen is poorly lit, or their interview is interrupted by background noise. All of this could impact their employment prospects, where a human would show empathy and judge things differently.

AI video interviews also make it hard for you as a candidate to connect with the company and understand if you are a good personality fit for the team. 

There are ways you can use this AI video software to help you prepare. 

For example, there is software that can ask you sample interview questions, record your answers, and analyze your performance to give you points for improvement.

You can also take steps to ensure your video interview runs as smoothly as possible, such as: 

  • Interviewing in a well-lit, quiet space with no distractions or background noise.
  • Try and utilise a high-quality webcam and an external microphone, alongside high-speed internet to prevent technical interviews.
  • Remain positive, smile, and try not to speak too quickly.

Some software will allow you to re-record your answers if you wish to improve them. Don’t forget to take advantage of this feature if it is available!

And if the platform being used is disclosed to you in advance, do some research to understand how it works before the interview itself. 

Chatbots 

Finally, the use of chatbots is becoming increasingly popular in recruitment. 

This can be a useful tool for candidates, as you can ask questions about the application process and receive immediate answers anytime. 

The chatbot may not be able to answer more complex questions, but it can be programmed to cover a wide range of topics so that recruiters can focus on the more high-priority parts of sourcing candidates. 

Conclusion 

We hope this blog has given you a better understanding of the role of AI in recruitment in Australia. 

Artificial Intelligence is a complex topic that isn’t going away anytime soon. While it does make the application process less time-consuming for recruiters, some questions are being raised about candidate experience. 

Companies are not yet required to disclose their use of AI in the recruitment process. The best action you can take as a candidate is to assume it will be involved and prepare your application accordingly using the tips above. 

Think of AI as a tool to assist you in your job search and help you prepare for each stage as effectively as possible. 

If you’re struggling to write your documents and would like some expert human help, our team of writers would be delighted to create an AI-free Resume or Cover Letter that is ATS compliant.