Career Development

Employers' Use of AI: Recruiting & Hiring

In today's competitive talent landscape, recruiting and talent acquisition professionals are constantly seeking innovative strategies to identify and secure top-tier candidates. Companies are increasingly leveraging AI across various stages of the recruiting and hiring process to increase productivity, streamline operations, reduce bias, improve candidate experiences, and make more effective hiring decisions.

  • Candidate Sourcing: AI-powered tools can scan vast databases of resumes, professional profiles (like LinkedIn), and online portfolios to identify candidates whose skills, experience, and even career trajectory align with specific job requirements.
  • Applicant Tracking Systems (ATS): AI-powered ATS can efficiently process hundreds or thousands of applications, automatically sifting through resumes to identify those that best match the job criteria, significantly reducing manual review time. Some ATS can also detect if candidates heavily or solely use generative AI on their application materials.
  • Chatbots and AI Virtual Assistants: Chatbots and AI virtual agents can conduct initial screening conversations, asking candidates basic qualification questions, answering FAQs, and guiding them through the application process. Chatbots can also provide 24/7 support and guide applicants through application processes.
  • Video Interviews: Some AI tools analyze recorded initial screening video interviews, transcribing responses, identifying keywords, and in some cases, even assessing non-verbal cues such as facial expressions and body language.
  • Workflow Automation: AI tools can be leveraged to streamline several HR-related administrative tasks, such as scheduling interviews or creating communication templates.

 

Employer Recommendations for Using AI on Application Materials

Employers understand that students might be leveraging generative AI in their application materials. Consequently, there's a growing discussion among hiring professionals about how students can — and should — responsibly integrate AI into their resumes, cover letters, and other submissions.

  • Leverage AI Responsibly for:
    • Grammar
    • Formatting
    • Clarity
    • Structure
    • Organization
  • Consistent articulation across applications and interviews:
    • “We compare tone and content across resumes, cover letters, and interviews... Practice articulating your experiences beyond what’s on paper. This helps demonstrate authenticity and depth.” – Matt Holtman, Cincinnati Children’s Hospital Medical Center
    • Candidates must be able to effectively convey problem-solving capabilities on resumes and online platforms, as well as articulate their impact during interviews and when networking.
  • Personalize materials and preparation:
    • “Personalization: Strong candidates tailor their materials to reflect our mission and the specific role. Candidates who use AI to enhance—not replace—their storytelling tend to stand out.” – Matt Holtman, Cincinnati Children’s Hospital Medical Center
    • “We also support using AI for interview prep, especially to build confidence, but advise candidates to keep their responses personal and genuine.” - – Dami Onikoyi, Greater Cincinnati Behavioral Health Services
  • When AI is over-used, employers can typically tell:
    • “Our team can typically tell when AI is being used as a tool vs. a crutch. When it's used to refine or clarify, that’s welcomed—we all use AI tools in our day-to-day work. But when it starts replacing the candidate’s independent thinking or introduces inaccuracies, it becomes evident.” – Dami Onikoyi, Greater Cincinnati Behavioral Health Services
    • Avoid letting AI do all of the work. Incorporate industry/ role-specific vocabulary and metrics that make the material specialized to your major or field of study.