Artificial intelligence can be a powerful tool and it’s one that is increasingly used by both candidates and companies during a recruitment process. Babcock is also exploring ways of utilising AI in the workplace, with many of employees given access to corporate AI tools.
But like any tool, it’s most effective when used thoughtfully and ethically. And with our team reviewing tens of thousands of applications every year, its increasingly obvious when candidates use it too heavily, which can negatively impact an application.
This guide outlines the key dos and don’ts of using AI during your job search—empowering you to stand out for the right reasons while staying true to your unique voice and experience.
Do’s
- Use it for research – You can use it to understand job descriptions, our company and it’s culture, and industry trends – although do be careful to check the answers (AI isn’t perfect).
- Refine your written answers or CV – AI can be a great tool to check your answers for spelling and grammar, or to help structure your thoughts clearly.
- General application guidance – Using it to provide guidance on applying for roles in general and to help you get organised.
- Interview practice – You can use AI to practice common interview questions and answers so you’re ready for the big day.
Don’ts
- Let it answer for you – And be careful to edit any content it produces so that’s its correct and in your own tone of voice.
- Use it during an interview or assessment – Your answers should be your own!
- Fabricate experience or skills – All answers should be based on you and your actual experience. Lying during an interview is grounds for rejection or dismissal.
- Rely on it – We know that applying for jobs can be time consuming but an over reliance on AI by candidates can easily be spotted by teams, or results in bland answers that won’t improve your chances of being hired.
Ultimately recruitment processes are there for the company AND the candidate. Do you have the actual knowledge, experience and skills to perform the job needed? Are you and the company the right fit for each other? Engaging honestly with the process will help you answer that question.
How we use AI during the process
We’re always looking to improve our application and candidate experience, which includes the use of technology to make the process quicker and more efficient.
Whilst we use a level of automation – at the initial application stage (in the form of yes/no questions that ask after your basic eligibility) and when using impartial online assessments that score your answers – we do not currently use AI to:
- Sift your CV
- Make decisions on who we hire
We endeavour to rely on human judgement using people and teams that are trained and experienced in their area of recruitment.
