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There is no doubt that AI is enabling many businesses and individuals to work faster and more efficiently, saving time and redirecting the focus away from day-to-day tasks that can now be handled by technology. This is why 92% of companies plan to invest more in gen AI over the next three years.
Source: McKinsey report on generative AIMcKinsey data.
But before we even enter the workplace, AI is also a permanent fixture in the recruitment process, both for employers and applicants. In this article, Claus Schack, Director of emagine’s Group Center of Excellence, takes a look at this changing world from both sides of the recruitment fence, and drawing from his experience with emagine’s network of consultants.
AI for applicants: the golden tool
According to a study by CV Genius, 80% of hiring managers claim to dislike AI-generated CVs and cover letters, with 74% believing they can identify when AI has been used. What is more, 57% claim to be significantly less likely to hire an applicant that has used AI. Nonetheless, research also suggests that at at least one in two CVs will have been written or enhanced using AI.
This is no surprise. Applying for jobs is time-consuming with Resumeup estimating that CVs for specialised roles can take several hours or even days to perfect.
Carefully pulling out the qualifications and experience that make a candidate the right fit for a particular role is laboursome, particularly if they work on a contract basis and are frequently lining up the next project.
Read more about how hiring managers perceive AI-generated CVs (CV Genius)