Tips on how job seekers can use AI to get a job
It is hard to believe that just 18 months ago, hardly anyone had heard of ChatGPT as AI sites are popping up everywhere and infiltrating every facet of our lives – both at home and at work. Surprisingly, given the amount of AI tools there are available (and most of them free), we here at Employflex still receive a huge amount of shoddily put together CVs. From entry level right up to the C- Suite level, some of the CVs we receive are literally not worth the paper they are written on , as they are a useless self-marketing tool to get you to the next stage, i.e. the interview. So how does one use AI tools to get a job in today’s competitive market?
Here are our top tips
From building the perfect CV to acing interviews, here’s a look at how AI apps can assist in the job search process.
1. CV Builders
Creating a standout CV is the first step in a job search. Platforms like KickResume and Teal go beyond generic CV templates, providing sophisticated tools that tailor your CV to specific industries or roles. These AI-driven platforms analyse the language used in job descriptions and help ensure your CV highlights relevant experience, making it more likely to catch the attention of recruiters.
These tools often have built-in templates , doing all the hard work for you, following the latest industry standards and ensuring that your CV is not only visually appealing but also keyword-optimised.
2. Job Matching Tools
AI doesn’t just help with CVs – it also plays a critical role in connecting job seekers with open positions. Platforms like Jobscan analyse job descriptions and compare them to your CV, suggesting adjustments to align with specific opportunities. This can be particularly useful when trying to navigate company Application Tracking Systems (ATS), which filter CV before they reach human eyes.
By utilising the right terminology and keywords that these systems are programmed to recognise, AI platforms can increase your chances of making it to the top of the interview pile. Job seekers no longer have to guess which buzzwords to include; AI will do the heavy lifting, ensuring your CV passes through the digital gatekeepers.
3. Tailored Cover Letters
While some companies no longer require cover letters, many still do, especially for more formal roles or when applying directly. Tools like CoverDoc offer customised cover letter creation based on the job description and your CV. These tools streamline the process by analysing the job listing and crafting a letter that highlights your strengths and aligns with the company’s needs, saving time and effort while boosting your chances of making a good impression.
Needless to say, anything generated by AI needs to be proofread and one’s own stamp needs to put on it.
4. AI for Networking
Networking is an essential part of a successful job search, and AI can assist here as well. Google’s add-on sheets, powered by AI such as GPT, can crawl through your social media and online contacts to suggest relevant networking opportunities. These tools make it easier to connect with potential employers, alumni, or industry peers who could offer valuable introductions or advice.
5. AI Interview Prep Tools
Acing an interview is often the final step to securing a job and the old adage still applies here – Prepare, prepare and prepare some more. Platforms like Google’s Interview Warmup provide mock interview sessions, preparing you for a wide variety of questions that may arise during the actual interview. This tool helps build confidence, allowing you to practice answering technical, behavioural, or company-specific questions.
Similarly, Adzuna’s Prepper, an AI-powered interview coach, offers detailed interview prep for over a million live roles in different industries. For instance, if you’re applying for a graduate job in an accounting practice, Prepper might ask questions such as, “What skills do you think a practice accountant should have?” and “How would you explain accounting concepts to a client who is not from a finance background?” After you respond, Prepper generates a score out of 100, providing feedback on what worked well and what was missing. This helps candidates refine their responses, offering invaluable insights into how they can improve.
6. Negotiating and Finalising Offers
Even after you’ve aced the interview, AI can still play a role in the final stages of securing a job. You can run your job offer through a tool like ChatGPT to analyse and review it, ensuring there are no gaps or red flags in the contract. AI can help identify areas for negotiation, such as salary or benefits, allowing you to approach discussions with confidence.
7. Emails and Correspondence through AI
While AI tools can enhance the technical aspects of your application, they can also help with the softer skills, like crafting professional emails and follow-ups. AI platforms can review your written communication to ensure clarity, professionalism, and a personal touch. After AI tools have helped draft your message, you can add your personality to the email, ensuring it reflects who you are while maintaining a professional tone.
AI as a Job Search Companion
AI can significantly increase your chances of landing a job by automating, enhancing, and customizing your search efforts. There really is no excuse for not having a killer CV and being 100% prepared for interview these days.
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How Companies Can Respond to AI-Assisted Job Applications
While AI can improve the quality of applications, it also presents challenges for employers who need to ensure they’re hiring the right talent for the job. Here are some strategies companies can use to effectively manage AI-assisted applications.
1. Handling High Volumes of Applications
For companies that receive a high volume of applications, AI can be a superb ally. At Employflex, for instance, we receive thousands of applications for remote roles due to their growing demand. However, despite the advantages AI offers in filtering large volumes of CVs, we choose not to use it because of our concerns around diversity bias. AI algorithms are not perfect, and without proper checks, they can inadvertently reinforce biases against certain demographics.
However, AI bias detection algorithms are becoming more advanced, helping companies enhance accountability and ensure fairness. These algorithms can assist in detecting and mitigating potential bias in recruitment processes, ensuring that all candidates are evaluated equally. While we remain cautious, many companies are beginning to explore these options.
2. Tailored Assessments to Overcome AI’s Limitations
AI can help candidates build polished CVs and cover letters, but it has limitations when it comes to evaluating essential skills like problem-solving and collaboration, not to mention personality. To ensure they hire candidates who excel beyond AI-generated applications, companies should develop tailored assessments that focus on areas where AI has less influence.
Key areas to assess include:
• Real-world problem-solving: Employers can create practical, job-specific challenges that require candidates to demonstrate their critical thinking skills.
• Teamwork: AI can’t replicate how well a candidate will work in a team, so employers can organise group activities or situational tests to gauge collaboration abilities.
• Ethical decision-making: Scenarios that require ethical judgment allow companies to assess whether a candidate aligns with their values.
• On-site tasks: For roles that require hands-on work, practical assessments are crucial. Candidates should demonstrate their ability to handle real-world tasks that go beyond what they can list on their CVs.
• Human-centric skills: Emotional intelligence, communication, and empathy are all areas where AI assistance is limited. Candidates should be assessed on their ability to navigate interpersonal relationships and client-facing situations.
3. Using AI Detection Tools
Organisations may want to consider using AI detection tools to distinguish between human-generated and AI-generated content. These tools are already common in universities, helping institutions identify whether students have used AI to complete assignments. For employers, these tools can serve as an extra layer of scrutiny, ensuring that the candidate’s personal input is genuine and that they haven’t overly relied on AI for their application.
4. Old School Techniques: Face-to-Face Interviews
Traditional methods like face-to-face interviews remain one of the most effective ways to assess a candidate’s true potential. Competency-based interviews, which ask candidates to reflect on specific past experiences, can reveal how they handle real-world challenges. These interviews allow employers to probe beyond the polished AI-assisted CVs and see how candidates articulate their thoughts, especially when navigating hypothetical scenarios or ethical dilemmas.
Face-to-face interactions also offer a better opportunity to assess soft skills like communication, emotional intelligence, and adaptability, which are difficult for AI to convey in an application.
5. Get References
We always recommend that employers aim to get at least two references and, whenever possible, have a direct conversation with former employers. This old-school technique provides deeper insights into a candidate’s character, behaviour, and professional abilities – ‘Is there any reason you would not hire this person?’
In summary, employers should embrace the potential of AI while continuing to use time-tested methods like face-to-face interviews, tailored problem-solving assessments.
The future of work is here.