Artificial intelligence (AI) is becoming an essential part of the world of work, both for job seekers and companies looking to streamline their recruitment processes. The adoption of AI has made the job search process more accessible and faster, but also more complex, bringing new opportunities and challenges for both applicants and recruiters.
According to data from the AI Observatory of the Politecnico di Milano, 26% of job seekers have used AI tools to facilitate their application. This may include the use of platforms for automated CV creation, writing personalized cover letters and optimizing LinkedIn profiles to improve visibility in the eyes of recruiters. Thanks to AI, you can find the most relevant job offers for your skills by analyzing thousands of ads in a few seconds.
Among the platforms that are revolutionizing this approach is LazyApply, a service that uses an AI bot, called Job GPT, to automatically respond to thousands of jobs with a single click. Users provide basic information and the bot finds the most suitable offers. However, as evidenced by the experience of Joseph, an engineer who tested LazyApply, the success rate of these automatic applications remains low: after 5,000 applications sent, only twenty have led to an interview, corresponding to a poor 0,5% success rate.
Although AI can automate much of the process, it is not without its limitations. Joseph, despite the low success rate, was positive about the time saved compared to filling in applications manually. This highlights how technology can be useful in reducing workload, but does not always produce optimal results.
While AI is an opportunity for job seekers, it is a resource for companies to improve efficiency in selection processes. According to the Politecnico di Milano, 31% of companies use AI tools to analyse CVs. These systems are able to process a large number of applications in a short time, allowing the most suitable profiles to be identified according to pre-defined criteria. In today’s competitive world, reducing selection times is crucial for companies, allowing them to attract and hire talent before their competitors.
However, not all recruiters are enthusiastic about this new reality. Some, such as Christine Nichlos, CEO of People Science, are concerned about the use of bots to automatically apply for many jobs, as it may be perceived as a sign of low interest on the part of the candidate. Others, like Emi Dawson of NeedleFinder Recruiting, are more pragmatic and only interested in the validity of the candidate, regardless of how the CV got on their desk.
The market for bots for automatic applications is expanding. In addition to LazyApply, there are companies like Sonara and Massive, which offer automatic paid application services. Sonara, for example, enables its users to educate the algorithm on job preferences, improving accuracy in selecting ads to apply for. Massive also offers a human review of applications to ensure the accuracy of information, highlighting how AI can be integrated with human intervention for better results.
The indiscriminate use of AI bots to apply can present risks. Josh Bersin, CEO of a human resources consultancy, warns that the mass sending of applications could trigger spam alerts in companies' systems. Moreover, automation is not always able to adapt optimally to open questions or to capture the nuances required by particular roles.
Despite this, platforms like Massive are moving to improve the quality of matches between candidates and companies, using AI to analyze data from sites such as Glassdoor and provide applicants with valuable information to refine their job search.
Viola Meacci, student of Biomedical Engineering at the University of Pisa, has always been interested in the world of journalism. In her job, she explored the world of blockchain, cryptocurrencies, NFT and metaverse which she now very is passionate about it .
