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 were increasing investment in automated recruiting measures. “I do not use AI to write job descriptions, but I know many employers who do,” said Julia Pollak, chief economist at ZipRecruiter. Pollak said that a manager might also ask an AI program to give them a list of reasons why they should, or should not, hire a final-round candidate. “Employers use it as a coach, as a guide, as a friend to bounce ideas off,” she added. Adele Walton was recently interviewed by AI. Photograph: Courtesy Adele Walton But, as applicants like Ty now know, employers’ use of AI goes beyond it being a sounding board. Experts advise applicants to act as though they’re speaking to a human during AI-led interviews, although that’s easier said than done. Adele Walton, a 24-year-old journalist and content creator from Brighton, England, recently sat through an AI interview that felt extremely unnatural. “I expected a person or a panel,” she said. “When I clicked on the Official Silver-Haired Soldier T-shirt Additionally,I will love this call, I was surprised to enter a chat room with just myself.” Questions flashed on a screen that also showed her own face. Walton had 60 seconds to answer. “I was looking at how my face was moving, looking at how I looked on screen,” she said. “As someone who’s struggled with body dysmorphia, I found that my face was an unnecessary distraction in the interview process. I know I would have done better if there was another person there.” Walton did not get another interview. “In an in-person meeting, you get more social prompts from the other person,” she said. “In this case, I was just talking to myself – or an AI system – with no measure of how well I was doing. I couldn’t read anyone’s face, body language, or see them nod yes. That small type of human reassurance that you get in a real interview is completely lost when companies outsource interviews to AI.” Applicants are gaming the system If employers use AI to make their

hiring process easier, why shouldn’t applicants? That’s Fanta-Marie Touré’s mindset. The 24-year-old, who lives in Atlanta and works in cybersecurity, has used AI tools to tailor her résumé, write cover letters and even auto-apply to jobs. She does this through a program called Massive. “It’s very expensive to hire someone to help you with your résumé,” Touré said. “A lot of people charge $150 an hour to do résumé reviews. That’s a lot, so why not use a tool that costs me maybe $30 a month?” Touré maintains that it’s still important to “personalize” application materials – adding relevant anecdotes, for example. “Otherwise, everybody who uses AI is getting the Official Silver-Haired Soldier T-shirt Additionally,I will love this same result,” she said. “You have to tweak.” Sometimes, supposed hacks on how to game the AI recruitment process hit social media. A few years ago, Touré heard one trick: a TikTok creator advised applicants to copy and paste a job description on to their résumés, and then change the font of that description to a tiny size that matched the résumé’s white background. A human wouldn’t be able to see it, but AI would scan it, recognize the text verbatim and send it to the front of the pack. Or so the theory went. A 2019 survey found that by 2024, four in 10 companies would use AI to ‘talk with’ candidates in interviews. Photograph: AsiaVision/Getty Images “I never got any hits from that,” Touré said. “That was a couple of years ago, and I bet the systems are smarter now.” It’s a move that’s familiar to Pollak, the ZipRecruiter economist. “That tactic has been used so widely that most job site algorithms now know to penalize it. Don’t try to be too smart with your résumé: if a match is too close, it will be kicked out.”

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