Just a little information about the job is enough for AI programs like ChatGPT to create an attractive application letter within seconds. How do companies deal with this?
Working on the right cover letter or a structured CV for an application can be tedious and take a lot of time. Applications like ChatGPT that rely on artificial intelligence (AI) can do this much faster. But do applications created with the help of AI have a chance of success?
A survey by the German Press Agency, in which 16 of the 40 DAX companies took part, suggests that this is the case – and that some large companies in Germany even expressly like an AI connection.
Otto Vazquez Dominguez, who is responsible for recruiting and integrating talent at laboratory supplier Sartorius (“Head of Talent Acquisition”), has an anecdote to share: “An applicant for a marketing position submitted an outstanding application – excellent design, coherent structure. During the conversation, he admitted that he had created the documents with the help of AI, among other things. That was fine with us because he had developed the creative concept, defined the content and dealt intensively with the position; all the information was true and correct consistent with his demeanor in conversation.”
Acceptance of AI in an application is high
The applicant has demonstrated the ability to use AI in a targeted and meaningful way, which is important for marketing, said Vazquez Dominguez. However, he knows that things can work out differently. Sartorius often receives obviously AI-generated documents that show that the applicant has hardly given any thought to the company, the position or himself. “Such documents do not leave a lasting impression.”
Nevertheless: The acceptance of AI in an application is high. The automotive supplier Continental, for example, said: “The fact that someone uses AI to create their application is no reason for us to no longer take this person into account in the further process. On the contrary – good knowledge of how to use AI is also becoming increasingly important in working life are therefore a welcome competence.” The pharmaceutical company Bayer also announced that candidates are free to use AI tools of their choice when creating applications.
According to the logistics group DHL, it can be quite efficient for applicants to use AI to create cover letters and CVs: “It is crucial for us as employers that the information is truthful and correct.” The energy supplier Eon made a similar statement. In principle, there is nothing wrong with using AI for formulations or as inspiration. What is important, however, is to get an honest, authentic picture of the applicant – and, as the real estate group Vonovia emphasized, transparent labeling of AI-generated content.
AI is also finding its way into human resources departments
According to the survey, companies generally do not systematically check documents for the use of AI. Telekom, for example, says it is not concerned with whether an AI created the application or not. “We didn’t know before whether a friend or neighbor might have helped with the creation of the CV,” they said. What is more important is what skills and, above all, what motivation the applicant has.
The classic cover letter only plays a subordinate role. At Continental and Bayer it is no longer mandatory. It is therefore irrelevant whether the applicants use AI or not, argues Bayer.
AI has also already found its way into the other side of the application process, in companies’ human resources departments. Several companies rely on this to find suitable employees more quickly – especially when it comes to advertising positions. Mercedes-Benz uses its own chatbot based on ChatGPT: “This can help employees in a secure environment when creating emails, reports, documentation, but of course also, for example, when creating job advertisements.”
86 percent of students use AI applications
In some companies, the review of documents is already AI-supported, such as Siemens and BASF, even if the final hiring decision is always made by a human. However, development is not over. For five years now, Sartorius has been using a video tool for job interviews in the USA in which applicants answer ten questions. “In the future, it is conceivable to evaluate the answers in a first step using AI,” said Sartorius human resources expert Vazquez Dominguez.
AI is also established among aspiring specialists, as a study by the consulting firm EY has shown. 86 percent of students use AI applications during their studies for research, to clarify comprehension questions or to create texts. And almost two thirds (65 percent) of the more than 2,000 respondents assume that AI will have a predominantly positive impact on their working life – for example through faster and error-free work or a better work-life balance.