AI's impact on hiring: Back to basics for job seekers & employers
The contemporary job market, now significantly influenced by artificial intelligence, presents a complex landscape for both aspiring employees and hiring organizations. While the promise of AI often points to greater efficiency, its pervasive presence in the hiring process has, paradoxically, created new obstacles, prompting both sides to revert to more traditional, human-centric strategies to find the right match.
For job seekers, the digital application process has become an increasingly frustrating endeavor. After meticulously researching companies, tailoring résumés, and crafting personalized cover letters, many applicants find their efforts swallowed by a silent void. White-collar hiring has notably decelerated, layoffs have become commonplace, and those fortunate enough to retain their positions often cling to them, regardless of job satisfaction. This creates intense competition, with one Gen Z job seeker lamenting the reality of being “one of 400 people applying” for a single desired role.
The challenge, however, is equally pronounced for hiring managers. Their ideal candidate may exist, but identifying genuine talent amidst a deluge of AI-generated applications has become a significant hurdle. AI tools can now assist with everything from résumé optimization and cover letter generation to coaching for live interviews, making it difficult for recruiters to discern a candidate’s true qualifications from the capabilities of the AI that assisted them. The critical question for employers has shifted from “Is this person qualified?” to “Is this the person we want to hire, or merely the AI that coached them?”
In response to this AI-induced opacity, both job seekers and employers are increasingly adopting “old school” methods. Some frustrated applicants are finding success by returning to basics, forgoing digital submissions in favor of hand-delivering paper résumés directly to companies. This personal touch, once a standard practice, now stands out dramatically in a world dominated by online portals.
Businesses are also adapting their vetting processes. Victoria Thomas, Chief Business Officer of a Porsche customization and racing firm, observed that AI-crafted résumés can inflate candidates’ perceived qualifications. To counteract this, her team has implemented a rigorous system, flying promising candidates to their Wisconsin office for in-person interviews and practical tryouts. This direct, hands-on approach allows them to assess a candidate’s authentic skills, personality, and suitability, bypassing the potential embellishments of AI-enhanced applications.
The evolving dynamics of the workplace demand new rules for job searching. As AI continues to reshape professional landscapes, the emphasis is shifting back towards authentic human interaction and a deeper, more personal evaluation of skills and character. In an era where algorithms streamline initial screenings, the ability to connect genuinely and demonstrate tangible capabilities in person is proving to be a crucial differentiator for both those seeking employment and those seeking to fill critical roles.