Will ChatGPT change the game for IT recruitment?
Here we are, in a technological stage where we have access to tools that were once thought impossible. Thanks to advancements in machine learning, someone can now write a thesis with the assistance of ChatGPT or create a perfectly polished text for their LinkedIn profile using a neural network. Lately, we’ve been seeing a lot of talk about how AI might change IT recruitment. One interesting question arises: how do recruiters ensure objective candidate selection when applicants can now use AI to create their resumes? It’s a fascinating topic, so we thought we’d share our thoughts in this article.
To put it briefly, we’re pretty confident that neural networks will neither wreak havoc on established recruitment practices nor cause any major problems.
While a well-polished CV and cover letter may present a candidate in the best possible light, it is crucial to remember that the contents within might not always fully reflect their skills and qualifications. In other words, a CV can be likened to a lottery or a beautiful wrapping, but there’s no guarantee of what’s inside.
In the initial interview, recruiters typically delve deeper into a candidate’s professional background and ask about the specific projects they’ve worked on. Even if a candidate’s resume is perfectly polished, it won’t necessarily guarantee them a spot in the next stage of the selection process.
A resume does not guarantee success
Recruiters from our IT recruiting agency, Lucky Hunter, often tell clients not to rely solely on resumes when selecting IT specialists.
Sometimes, exceptional candidates may possess all the necessary hard and soft skills for a particular position, have experience working on significant projects, and align well with the employer’s values, despite having an unimpressive CV.
Some people forget to update their resumes promptly, and some don’t know how to write them well. However, in the IT industry, what’s most important is your knowledge of the technology stack, the tasks and projects you’ve worked on, and how well you align with the company culture. Therefore, having a well-crafted resume and an attractive cover letter does not always equate to being a suitable match for the employer.
Based on our experience working in the international IT hiring market, we have observed that candidates from Russia and the CIS countries tend to have less updated information on their resumes compared to candidates from Western Europe. This is likely due to the high demand for IT specialists in Russia, despite the ongoing economic crisis, which results in a scarcity of personnel. Consequently, experienced candidates face intense competition and often interact with multiple recruiters simultaneously.
Therefore, while having a robust and up-to-date resume can help Western candidates stand out and attract potential employers, candidates from Russia and the CIS countries often receive job offers without needing a highly embellished resume, so they may not need to focus as much on creating a flashy or attention-grabbing resume.
Cases
We’d like to share two real-life cases from my IT recruitment agency with you on this topic.
Once, when we were hiring for a senior Golang developer position, one of my recruiters came across a candidate whose resume was not well-written. The resume contained a few poorly worded phrases, and the cover letter was somewhat inconsistent in places. However, the candidate had experience working on projects that aligned with our client’s requirements, prompting the recruiter to invite the candidate for an initial interview. This decision turned out to be beneficial, as the candidate had the necessary hard skills and impressed our client during a second interview by demonstrating excellent soft skills. Consequently, this candidate successfully cleared all the selection stages and received a job offer.
Another client needed a senior machine learning engineer, and the situation couldn’t be more different. One of the candidates had an impressive resume and a captivating cover letter. However, after conducting the technical interview, it became clear that the candidate’s skillset did not quite align with our client’s requirements, and the results were below expectations.
That’s why our recruiters always encourage candidates not to rely solely on their resumes, but to form their impressions and assessments based on the interview results.
This is not a one-off case in our practice. It is not uncommon for companies to make an offer to an IT specialist with an imperfect resume — while a candidate with an impressive CV and cover letter may not always make it through the final selection process.
So, will ChatGPT change the game for IT recruitment?
Tatiana Melnichiuk, CEO of Lucky Hunter, answered this question:
“I am convinced that the machines won’t change the game rules in IT recruitment. The recruitment process is evolving and adjusting to the new reality, aligning with the ever-changing IT market.
To achieve this successfully and efficiently, recruiters must possess the skills to look beyond the surface-level information provided in CVs and cover letters. They should have a deeper understanding of the candidate profile, the capacity to analyse and interpret data, and the capability to think outside the box and be courageous enough to take decisive actions.”
If you’re seeking advice on IT recruitment-related topics, such as hiring IT staff, creating competitive offers, or relocating your team: our CEO is available for a free consultation. During the consultation, which lasts 30–40 minutes, you can discuss any recruitment questions that are relevant to you, and our CEO will provide advice based on her 15 years of experience in IT recruitment. Whether you’re a CEO, HR BP, Head of Recruitment, or freelancer, we’re here to assist you. And yes, we can even discuss ChatGPT! ;)
