ChatGPT & AI: Preparing for today’s rapidly evolving job search

It’s no secret that artificial intelligence is rapidly evolving and increasingly pervasive. In recent years, these technologies have been used as tools in job search and hiring. More and more companies are using them for previewing resumes, pre-approving candidates or even interviewing processes. This might seem a little scary—but don’t panic. If companies are using these tools, then so can you. In a webinar with BU Alumni Relations, Scott Singer (CAS’93), President of Insider Career Strategies, dissects the hardships, opportunities and logistics behind the use of AI in job search and hiring.

How do companies use AI?

According to recent data, 79% of employers use AI in the recruitment and hiring process. The most common use of these tools is with Applicant Tracking Systems, which review candidate resumes and find appropriate matches. Today, AI is also being adopted into other career fields, affecting the entire employment cycle, from hiring to performance indicators, and even to job promotions.

Other ways in which AI is used for job search are:

As to why companies have adopted AI recruiting, Singer lists various reasons, including cost, shortened hiring processes, decision-making processes and process optimization. There is, however, a trade-off for companies, which Singer defines as the lack of “human touch.” He emphasizes that just because a process is more efficient, does not mean it’s better. For example, there is evidence that AI can have inherent biases, discriminating against applicants based on race, ethnicity, or gender.

How can I use AI?

So, how can you beat the machine? It’s daunting to think that candidates are discarded by AI before ever being seen by human eyes. To ease this fear, Singer highlights the many ways in which applicants can use AI to their advantage too, such as:

It’s important to note that although all of these tasks have been successfully accomplished by AI, the tools themselves are not intuitive. To effectively utilize AI, you need to know how to talk to tools like ChatGPT, how to write descriptive prompts, and how to ask the right questions in order to get the most accurate and informed answers. Singer suggests experimenting with the software and learning what it can and can’t do before blindly using it in your own job search. Training resources such as boot camps are also a great way to get “microcredentials,” learn about the field, and keep fresh.

AI might seem like the mean bully who won’t let you sit at the table, but fret not – there is hope for all. Singer highlights one key insight: there are still people involved in the process. At the end of the day, AI is a tool and it should be used as such, just like all the other resources available to you while undergoing your job search. Leverage professional networking platforms, such as BU Connects or LinkedIn, find the hiring managers, and send notes and emails. Reintroduce the “human touch” Singer says is missing, and cultivate a human connection outside of the machine.