Recruiters and hiring managers generally encourage candidates to use technology to beef up their application materials, but warn that it does have some limitations
Mr. Mondal, for one, sees no problem with using AI platforms to produce job application materials, so long as the resulting documents provide an accurate representation of the candidate’s skills, education and experience.
The same is also true of roles and industries where candidates don’t need to have strong communication skills to be successful, such as in IT. “We do a lot of work in the health care and pharmaceutical space, where I think there would be very real risks if somebody was not able to communicate effectively,” he said. “There could be some potentially harmful side effects if someone is misrepresenting their skills.”
Instead of avoiding the technology altogether, however, those who use AI tools to apply for jobs that require written communication skills might want to disclose that information on the application. Philippe De Villers, the vice-chair of the board for Chartered Professionals in Human Resources Canada, believes including a disclosure that says parts of the application were generated using AI could serve as a litmus test for prospective employers.
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