How Candidates Use AI (CVs, Preparation, Analysis).

Introduction: The Transformation of the Job Search

Artificial Intelligence (AI) is not only changing recruiters' tools; it is fundamentally transforming the way candidates search for jobs.

As recruiters, leaders or recruiters, it is imperative to understand how applicants are using these new tools.

This knowledge is crucial because it changes the way we must assess, interview and ultimately decide who to hire.

Candidates will use every means at their disposal to get a job, and AI has become a powerful tool for them.

Use 1: Writing CVs and Cover Letters

One of the most widespread uses is the creation and optimization of application documents.

Candidates use AI to improve the writing of their resumes, tailor their professional profiles to match the requirements of a specific vacancy, and generate more persuasive cover letters.

A candidate's primary goal when using AI for their resume is only one: to get the interview.

For this reason, basing a selection decision solely on the CV is now riskier than ever.

Use 2: Interview Preparation and Simulation

Candidates also use AI as a personal interview coach.

AI tools can simulate job interviews, generate lists of possible questions (including STAR-like behavioral questions) and help the candidate practice much more structured and confident answers.

This means that, as interviewers, we should expect to receive candidates who are significantly more prepared and with more polished answers than we were used to.

Use 3: Vacancy Analysis and ATS Optimization

More technical applicants are using AI to strategically analyze job descriptions.

AI can extract the exact keywords that the company is looking for that should be included in the application.

The main goal of this is to ensure that your resume passes the filters of Applicant Tracking Systems (ATS), such as Workday or Taleo, which many companies use for automated screening.

Use 4: Online Profile Optimization

Similar to vacancy analysis, AI helps candidates optimize their public profiles, especially on platforms like LinkedIn.

AI can suggest adjustments to their headlines, resumes and experience descriptions so that their profiles appear in a greater number of searches conducted by recruiters, thereby increasing their visibility.

Conclusion: Interviewer Adaptation.

It is important not to misinterpret candidates' use of AI as inherently negative or an attempt to deceive. It is a logical adaptation to today's marketplace.

However, it does present a new challenge for interviewers.