Talent Acquisition teams are facing a new challenge: the rising influence of GenAI in the selection process. Read on to find out what this looks like in practice, the problems it causes, and how to address them.
Most TA professionals are now aware that candidates are leveraging GenAI tools to complete online application forms and Question-based psychometric assessments.
The volume of high-quality applications is surging and they’re all strikingly similar thanks to tools like AutoApplyAI. However, there's a disconnect between these impressive applications and the lacklustre performance of many candidates in interviews or assessment centres, where their authentic traits and capabilities are revealed.
But at the same time, GenAI is used by many diverse groups to level the playing field:
This creates a dilemma: TA teams have to address the use of GenAI in the selection process – but banning it will disproportionately impact diverse groups. And that could set back efforts to create a fair hiring process by years.
TA teams don’t have to stay on the fence on this one. There is a way to benefit from candidate usage of GenAI AND maintain an equitable hiring process.
The first step is to understand your three available options.
This may seem like the easiest fix, but it's not a viable solution. The fact that many diverse groups use these tools at higher rates means you’re likely to set back diversity efforts by years. Plus, 7 in 10 candidates plan to use these tools in the selection process — so banning them will exclude another swathe of high-quality applicants from all backgrounds.
So far, most TA teams have remained neutral on GenAI. That’s understandable, given it’s such a complex situation. But staying neutral for too long means candidates may start using GenAI tools in ways that disadvantage them. For candidates, that might mean creating generic applications that lead to them being screened out. For TA teams, it means running a selection process that’s not equitable.
If TA teams accept that GenAI adoption is widespread and not going away - and this poses a real risk to diversity goals if left unaddressed - then the only logical option is embracing GenAI usage in the selection process… AND guiding candidates on what ‘good’ usage looks like. This gives forward-thinking TA teams three opportunities.
| Opportunity | Why it matters |
| Ensure candidates are using GenAI in the right places and in the right way. | Protect the integrity of your selection process. Prevent recruiter burnout and spiralling costs. And create bigger, more diverse talent pools. |
| Align with candidates’ expectations. A third of candidates would not want to work for an employer who told them they couldn’t use GenAI. | Protect and even enhance your employer brand, your talent pools, and the proportion of high-quality candidates you’re attracting. |
| Level the playing field for diverse candidates. | We hope this one speaks for itself… |
So how do you go about embracing GenAI? What should TA Teams say on their careers sites? And how do they get the tone exactly right?
We’ve created the definitive guide on this topic – giving practical advice, templates, and suggestions for TA teams. Produced from insights from the TA Disruptors community and leading organisations like Siemens, HelloFresh, and UCAS, to name a few.
In this guide, you'll find:
As we navigate this new era of talent acquisition, adaptability, knowledge, and open-mindedness are key. Our ultimate guide is to produce more than just a handbook; it's your roadmap to the future of recruitment, ensuring that we maximise the potential of GenAI while preserving the human touch that's so vital in our industry.
Download the guide today and join us on this exciting journey. And don't hesitate to reach out if you want to be part of the conversation shaping the future of Talent Acquisition...