What to do when jobseekers may want to use ChatGPT or other GenAI tools in the recruitment process?

The increased use of AI does not necessarily mean that all applicants will make extensive use of it in their applications or during the different stages of the recruitment process, but it is good to be prepared for this and to consider different approaches to minimise the impact. If the number of similar AI-generated applications increases, it may become more difficult to identify genuine skills. The approaches below will support the identification of true competences.

Competency-based interviews and pre-assignments

A competency-based interview is a recruitment method in which the interviewer focuses on assessing the candidate’s competencies and insights relevant to the job applied for. This approach is usually supported by pre-assignments and case studies based on the employer’s context.

We have noticed that, for example, there are increasingly signs of AI being used in pre-assignments. This can raise concerns as it can be difficult to identify whether the thought process and strategic thinking skills are the job seeker’s own or the product of AI. For this reason, verbal review and debriefing of tasks with the candidate has become an increasingly important feature of our assignments where pre-tasks are used.

In the case of pre-assignments, the main focus should not be on the answer or solution itself, but on the thinking and application skills that have led to a particular solution.

In a debriefing situation, the tasks can be discussed, allowing the candidate to explain in more depth how they arrived at certain solutions and examples. This helps to map the candidate’s skills and experience more accurately, which in turn helps to understand the candidate’s true capabilities and potential.

Another option is to carry out the case study as a supervised interview. Here, the task is usually shorter and tests different issues than the pre-task. Here too, the task is dissected and a discussion of the candidate’s thinking patterns plays an important role.

Use of role-specific questions in a recruitment advertisement

Specific questions at the application stage help to ensure that candidates meet the skills and attributes required for the role.

The purpose of these questions is for the candidate to summarise their core skills and experience in a few sentences, mirroring them against the key areas of the role. This requires the candidate to have a good understanding of their own competencies, to be able to reflect on them and to highlight the most relevant aspects of their own background for the role applied for. Producing such content is more difficult with full AI than with a traditional cover letter.

Short video interviews

The use of short videos as part of the recruitment process is also becoming more common. Short videos of 1-2 minutes are used, allowing the jobseeker to concisely explain their skills and better showcase their personality. AI can help with content ideation, but we believe that its impact is not as direct as in written text. However, in a video, the candidate presents topics themselves and in their own way of expression.

Make use of psychological aptitude assessments

Psychological aptitude assessments in the final stages of the recruitment process support an objective overall assessment. It uses a multi-method approach to assess the candidate’s skills, working methods and motivation through tests and an interview with a psychologist. It is not possible to use AI for the pre-assessment tasks or the interview with the psychologists, as these are done in real time and the topics cannot be replicated during the assessment. The assessment package will support the final hiring decision and ensure successful recruitment.

Therefore, taking into account the use of AI by job seekers in the recruitment process requires a comprehensive and thorough methodology. Competency-based interviews, role-specific questions, short video interviews and psychological aptitude assessments help to ensure that recruitment is promoted with the right candidates.