Human Resources departments have been using Applicant Tracking Systems (ATS) since the late 1990s, with widespread adoption by the early 2000s. These systems were designed to filter, rank, and sort résumés, often eliminating strong candidates before a human ever sees them.
So, in many cases, we’ve been selecting people based on their application-writing skills, not necessarily the skills required for the job itself.
Now that everyday people have access to tools like ChatGPT, there’s suddenly an uproar when applicants try to optimize their chances?
My two cents:
💚 If you’re curious, read on.
🖱️ If not, just keep scrolling.
Also, if you hate AI, here’s a photo 📸 of my husband and me in Pisa, generated by AI 😄
No, but seriously, this trend is mostly just noise to grab attention.
I’ve reviewed many applications over the years and have seen far too many #greatcandidates rejected for ridiculous reasons, such as a small typo, a photo that doesn’t meet cultural expectations (especially in Europe), or even a slightly imperfect formatting choice.
So, is it really surprising that people are now using AI to clean up their documents and improve their chances?
Most applicants put genuine effort into customizing their résumés and cover letters, yet still don’t receive even a basic rejection message. Maybe it’s time to rethink how we #evaluate #talent.
And isn’t it ironic? Recruiters and hiring managers already use AI tools to scan résumés, shortlist candidates, and automate repetitive tasks. If AI is acceptable to make their jobs easier, why is it suddenly unethical when #jobseekers use it to improve their odds?
Instead of dismissing applicants for using AI, why not focus on what really matters: #skills and #experience?
Also, can we please stop overanalyzing how cover letters begin? I’ve seen posts where people were offended by “Dear Hiring Manager.” Really? If it’s that important to you, why not just include the hiring manager’s name in the job posting?
Why make people go around asking, guessing, or worse, getting ignored? You’d probably receive fewer generic emails if the information was accessible. Why make it inefficient?
I’ve personally reached out to companies trying to find out who the hiring manager was, only to be met with vague or inconsistent responses. Once, someone even said, “We don’t know yet.” After all that effort, being addressed as “Dear” shouldn’t be a dealbreaker 😉
Let’s give people a break and focus on what actually matters.
Maybe what’s really bothering some people is this: AI-generated cover letters are actually passing AI filters, and now you have to read more.
And if they do get through, and you realize halfway through their cover letter that the candidate used AI, well, now you have the perfect excuse to drop them.
I just hope that, at the very least, you send them a respectful rejection email, maybe even with some useful feedback.
After all, isn’t that the decent thing to do?
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