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Artificial intelligence (AI) has been helping job seekers tailor their résumés and pass hiring assessments, leading to a rise in “fake candidates,” as discussed in a Wall Street Journal (WSJ) podcast. Meanwhile, companies are turning to virtual reality (VR) for immersive employee training.
This dual approach highlights a paradox in the modern workplace.
Modern-day job seekers can utilize services from ChatGPT to write job applications, craft CVs, and prepare for interview questions. However, some individuals misuse these tools to their advantage.
Katie Bindley, a WSJ reporter, explained, “What candidates can do is basically use generative AI tools to build them a custom resume for each job that they’re applying to. It might be building off of keywords that are in the job posting.” This has led to companies being clogged up with applications, many of which are from individuals who may not have the actual qualifications they claim.
To combat the rise of “fake candidates” using AI to tailor résumés and pass assessments, companies are inclined to add more steps to their hiring processes. This includes increased human oversight to ensure the authenticity of applications.
The AI Arms Race
Balancing efficiency with personal interaction will prove challenging. Companies like Deloitte have returned to face-to-face interviews to mitigate AI-driven cheating concerns, according to a report from Information Age.
Bindley added that some companies are now using software like BrightHire to record interviews and scrutinize candidates’ behavior. “In some cases, they’re noticing that the person’s eyes have gone off the screen, they’re no longer making eye contact when they’re answering a question, and they suspect that’s because the candidate has been looking up the answer with ChatGPT,” she said.
Professor Patrick Dunlop from Curtin University’s Future of Work Institute is concerned that the rise of AI-generated applications may lead companies to revert to face-to-face interviews to ensure authenticity, potentially compromising accessibility and reintroducing old biases in the hiring process.
This depicts the irony of companies using AI to scan applications for keywords and narrow down candidates while job seekers are using similar AI tools to game the system, leading to an ongoing “arms race” between both parties.
Zoe Thomas from the WSJ podcast raises the same question to Bindley, asking why it’s an issue now when candidates are using technology to get ahead in the hiring process. Bindley agrees that it makes sense for job seekers to use available tools, but the overwhelming number of applications makes it not impossible to miss great candidates.
Doubling Down on Technology
Companies like Volvo, Walmart, and UPS have already adopted VR for training, saving time and money by simulating complex scenarios, training employees on soft skills like empathy, and enhancing customer interactions.
“Volvo, for example, changing the battery on an electric truck is a tough thing to train people on because you have to get them all in one place. You have to get the truck; you have to get the instructor. It takes time, it takes logistics. If you could do that in VR, you’re saving a lot of time and money,” Isabelle Bousquette from WSJ explained. She also added that while the initial setup costs were high, the immersive learning experience proved beneficial.
However, one thing is for sure: As technology advances, companies aim to integrate these tools all while still maintaining a human touch.
