AI in the application process: Why do recruiters miss the personality!

AI in the application process: Why do recruiters miss the personality!

A current study by Stepstone, which respondents 700 applicants and 160 HR managers, shows that today every second job seeking artificial intelligence (AI) uses to create or optimize their application documents. This usually happens in the hope of a more formally higher quality application. Nevertheless, the reactions of companies are mixed to this development. According to OE24 , many recruiters are obvious about the increasing standardization of the applications, which are therefore often impersonal.

Nikolai Dürhammer, managing director of Stepstone for Austria and Switzerland, warns that many applicants use AI tools incorrectly. In fact, 80 % of recruiters criticize incoming applications as either mediocre or bad. Feedback from the industry shows that 71 % of HR managers sort out the applications due to a lack of relevant skills, while 55 % indicate a lack of professional experience.

lack of individuality and authenticity

The study shows that a significant part of the applicants, about 43 %, apply "on good luck", in the hope that employers flexibly interpret the requirements. In addition, 68 % of HR managers stated that they found applications to be fake, with 73 % of recruiters complaining in the qualifications. These trends confirm the results of a further investigation, which is supported by OTS specific requirements of a position are tailored.

According to the Stepstone study, 58 % of job seekers use AI, but do not even take full potential. Recruates warn that applications should be designed in a targeted and convincing manner. As Dürhammer emphasizes, it is important that applicants can be recognized in the documents in order to stand out from the crowd.

meaning of human factors

The importance of human factors in application processes is becoming increasingly obvious. Authenticity, relevant practical experience and real motivation are crucial for the success of an application. While AI systems are increasingly being used in recruiting-as well as the study by Forum Verlag , care must be taken to ensure that these technologies are not used discriminatory and do not replace personal contact.

The AI ​​offers numerous possible uses, but personnel departments also have to take into account the risks such as discrimination and negative applicants. Companies are encouraged to create transparent processes in which applicants can decide for themselves whether they want to use the AI-based application process.

Overall, it should be noted that despite the positive aspects that AI brings in recruiting, the human aspect must not be neglected. Employers are required to encourage applicants to present their individuality and experiences clearly and authentically, because these factors could make the decisive difference in today's, technology -driven application landscape.