LLMs in Job Applications: Leveling the Playing Field or Opening Pandora’s Box? A Recruiter’s Observation

LLMs in Job Applications: Enhancing Fairness or Stirring Controversy? Insights from a Recruiter

Hello everyone,

I’d like to share an observation I’ve made recently as a recruiter and gather your insights. With the rise of AI-assisted applications, it’s becoming increasingly clear that 55% of companies are now investing more in automated recruiting tools that utilize AI. This trend raises a pressing question: Are we truly identifying the right candidates when applicants can rely on LLMs to formulate polished responses?

On one side, I see the potential for LLMs to empower candidates from underprivileged backgrounds to present their qualifications effectively. These individuals might lack access to professional resume guidance or struggle to express their skills, meaning that LLMs can help them craft compelling applications. Moreover, it’s beneficial if LLMs assist candidates in understanding resume structure without automatically generating final submissions.

Conversely, I’m concerned that we may be losing our ability to evaluate authentic skills. I’ve noticed a trend where resumes and cover letters appear highly technical, yet candidates often falter when discussing their experiences in interviews. An additional risk is the reliability of LLM-generated content; inaccuracies can occur and lead to misrepresentations.

Is the playing field truly level if some candidates can harness advanced AI while others cannot? Are we moving towards a scenario where adeptness at prompting LLMs is valued more than genuine, hard-won experience? Will authentic candidates find themselves at a disadvantage?

I’d love to hear your thoughts. Is this a trend you’ve observed as well? How can we, as recruiters, navigate this evolving landscape to ensure we maintain a fair and accurate assessment process for candidates? I’m especially interested to hear from those of you who are trying out new evaluation techniques.

Looking to help startups but cant find startups or do not know where to find them

Seeking Opportunities to Assist Startups

Hi there! I’m eager to support startups in areas like onboarding, operations, and hiring, but I’m unsure where to connect with their founders. If you have any tips or suggestions on how to find them, I would greatly appreciate your help!

Jobin

Trying out Jobin!

How has it helped you save time?

For me, I often find myself wasting time on:

• Greeting each and every LinkedIn connection
• Conducting personalized outreach via InMail during the sourcing process

What advantages have you experienced?

Searching for a job in recruitment with 15+ years experience.. frustrating. Any pointers?!

Seeking job opportunities in recruitment with 15+ years of experience—it’s been quite a challenge.

Hello everyone! This is my first time posting on Reddit, and I’m feeling pretty frustrated and desperate. With over 15 years of experience in IT, finance, and executive search roles, I’ve applied for more than 500 jobs in the past couple of months without any luck. I’ve always been a high performer and have held management positions, yet I’m struggling to make progress even with a solid network. Currently located on the East Coast of the US, I would greatly appreciate any advice or pointers. Thank you so much in advance!

Is it right to fire employees who gave honest but not positive feedback on a company survey?

Is it justifiable to terminate employees for providing honest but negative feedback on a company survey? There’s a case involving a company that conducted ‘anonymous’ feedback surveys and subsequently fired employees who expressed high stress levels or provided largely unfavorable responses. Was this the best approach? Shouldn’t management have seen this as a chance to reassess their policies and workflows to create a more supportive environment for their team? Additionally, why claim the surveys are anonymous if they clearly are not?

I’d love to hear your opinions on this matter.

Anyone used Microsoft Dynamics ATS?

Has anyone had experience with Microsoft Dynamics ATS?

We’re currently using Bullhorn, but it hasn’t been meeting our needs. With over 20 recruiters and our team expanding, the costs associated with Bullhorn are becoming exorbitant. It appears that Dynamics offers similar (if not better) features at a more reasonable price. Since we already utilize M365 extensively, the fact that Dynamics is a Microsoft product adds extra appeal for us.

I’m hoping to hear from anyone who has used Dynamics to get some honest feedback, rather than just the sales pitch from their team. Thank you in advance!

Thoughts on training temps?

I’m interested in hearing your thoughts on training temporary workers.

In my country, the logistics and supply chain sector is booming, leading to a significant demand for operatives, many of whom are temporary. A lot of these positions require specific certifications for operating heavy machinery, various forklifts, and equipment. Training typically spans 2-5 days and can cost anywhere from €300 to €1,000. Unfortunately, there aren’t enough qualified individuals to meet the rising demand for these roles, which has led me to consider sponsoring training for prospective workers.

However, there’s a challenge with the reliability of temporary workers. Often, they might complete one shift and then not return, or their assignments may last only a few days, making it hard to recoup the training costs. Ideally, these roles would be filled by permanent employees whose employers cover training expenses instead of expecting immediate qualifications.

I’m contemplating selecting some of our more dependable temp workers—those who have successfully completed multiple assignments—for this opportunity, but it still doesn’t fully address the staffing gap.

Has anyone else in the agency world had experience with this approach? I would love to hear your suggestions.

How to become a Rockstar Recruiter?

Becoming a Rockstar Recruiter: Tips Needed!

Hey everyone! A friend of mine recently joined a startup staffing agency and is feeling a bit overwhelmed. He’s just starting out, with only six months of experience from a different industry, and his colleagues are quite seasoned. I’d love to gather some advice for him. What are some key tips he can follow to build his confidence and excel in his role? Are there any essential tools or skills he should focus on learning? Thanks in advance!

Company making me use personal phone

Struggling with Personal Phone Use for Work
I need advice from fellow Talent Recruiters on how to screen and connect with candidates effectively.

I recently landed a Talent Acquisition role at an IT company through campus placement. However, I’m being required to use my personal phone and sim card to reach out to candidates during the resume screening process. Because of the recent telecom price hikes, I opted for a recharge plan focused solely on calls, but now they want me to invest in a separate data pack, as the office Wi-Fi only works on company laptops.

After discussing this with my manager, I mentioned that I’d be using my sim exclusively for work-related activities and requested reimbursement for the recharge costs. Unfortunately, my request was denied, as the company doesn’t offer a separate mobile allowance for the Talent Acquisition team.

I’m just a month into this job, and I had to use my father’s money for the recharge, which makes me feel guilty, especially given that the stipend is quite low.

As a newcomer, I would really appreciate any advice on how to handle this situation.

Fixing resumes for candidates?

Are you revamping candidate resumes?

I’ve been chatting with several recruiters from staffing agencies, and it seems that many of them dedicate a significant amount of time to improving candidate resumes. Often, the formatting is subpar or important information relevant to the job is missing.

I’m interested to know—do you also engage in this?

If so, what changes do you typically make to the resumes?