Do NOT Use AI to Automatically Apply to Jobs

Josh Gafni

Published in

mccoy-io

9 min readJul 24, 2024

It might sound convenient, but relying on AI to automatically apply to jobs is causing more problems than it solves.

By Josh Gafni

In today’s fast-paced, technology-driven world, it’s tempting to believe that artificial intelligence (AI) can solve all our problems — including job hunting. Of course, job applicants should use AI; they should use every resource available to them that can help make the process easier and increase their odds of success. However, the idea of using AI to automatically apply to jobs (what I call “AI Auto-Apply”) may sound convenient, but it’s fundamentally flawed and is causing more problems for applicants than it’s solving.

Recruiters’ Use of Automated Screeners

One of the primary reasons AI Auto-Apply falls short in job applications is the lack of personalization. Each job application is unique and requires a tailored approach. Employers want to see that candidates have taken the time to understand the company and the specific role they’re applying for. An automated system, no matter how advanced, cannot replace the human touch of a personalized cover letter and resume that highlight relevant experiences and skills.

With that said, recruiters have been using automated screeners for years, so it’s understandable why job seekers feel justified in using AI Auto-Apply. Many companies promise to screen applicants, but AI does a poor job of identifying the best candidates. Even recruiters struggle with this task, as resumes and LinkedIn profiles don’t provide enough information to make informed decisions. Both candidates and recruiters aim to reduce effort, but ultimately, a human touch and richer inputs are required for good.

Companies Offering AI Application Services

Numerous companies offer AI Auto-Apply services to streamline the job application process. For example, LazyApply claims to fill out job applications while you sleep, helping one programmer apply for 5,000 jobs. (Harrington, Wired). Simplify’s Copilot Chrome extension applies to jobs automatically in the various job searching tools you come across outside of Simplify (Miller, TechCrunch). Other companies like LoopCV, AiApply, Massive, JobHire.ai, FlashApply, and many more promise similar services. However, these tools can make mistakes, and some recruiters scorn the technology.

Newsweek highlights that AI can help in building a strong foundation in job searches by identifying jobs of interest and generating resumes and cover letters, but the human element is crucial in fact-checking any AI Auto-produced materials before sharing them with companies (O’Connor, Newsweek). In the article, David Reed, Global Head of Talent Acquisition at Sedgwick, emphasized the importance of considering “the good, the bad, and the ugly” when using Generative AI in auto-applying to positions (O’Connor, Newsweek).

For one thing, AI struggles with understanding nuance and context, which are crucial in job applications. For example, job descriptions often contain industry-specific jargon or company-specific requirements that an AI might not fully grasp. Human applicants can interpret these nuances and respond appropriately, whereas an AI might miss the mark entirely, sending applications that don’t align well with the job requirements.

There are also ethical and practical concerns associated with using AI Auto-Apply for job applications. While it can help create customized resumes, it can also lead to misleading representations if not properly reviewed (O’Connor, Newsweek). And, Kyle Samuels, CEO at Creative Talent Endeavors, warns against “blindly copying” AI-generated content, as hiring managers are skilled at detecting such applications and value authenticity (O’Connor, Newsweek).

The Frustration of Mass Applications

Candidates using AI Auto-Apply services often apply to thousands of jobs, frustrating recruiters who cannot manage the influx of applications for longer than a few hours. The automatic application approach often emphasizes quantity over quality. AI can certainly apply to hundreds of jobs in a short period, but this shotgun approach is less effective than a more targeted strategy. Hiring managers and recruiters can spot a generic application a mile away. They prefer fewer applications that are well-crafted and highly relevant over a flood of generic ones.

Candidates who take the time to craft their applications might find that recruiters don’t spend hours reviewing hundreds of applications. Instead, recruiters often review resumes in batches, conducting phone screens until they have a few suitable candidates. If those fail, they’ll review more applications. This means that many applications might never be reviewed by anyone.

The Risk of Inconsistency and Lying

If you use AI-Auto Apply service to apply for a job, your application is filed once submitted. If you apply again in the future, recruiters will likely compare your new application with the previous one. If AI fabricates stories about you, these inconsistencies can be caught in an interview, potentially ruining your chances with many companies. The last thing you want is to be caught in a lie, damaging your credibility and future job prospects. According to Aki Ito, a reporter at Business Insider, using AI services can yield some responses from employers, but recruiters may not know if AI was used. However, inconsistencies and fabrications can eventually be detected, leading to negative consequences (Ryssdal, Marketplace).

In addition, employers are increasingly noticing and rejecting AI-generated applications. Jakob Knutzen, co-founder and CEO of Butter, shared with Business Insider that many applications for a product designer position were identified as AI-generated due to their similar formulations and unnatural phrases (Yip, Business Insider). Christina Hallman, head of demand generation at Outpost24, also reported a high percentage of AI-generated cover letters, which often led to these applications being disregarded in favor of more personalized ones (Yip, Business Insider). As AI tools like ChatGPT become more accessible, the trend of AI-Auto Apply is expected to rise, but it risks reducing the individuality and authenticity that recruiters value.

The Race to the Bottom

AI use by both job seekers and companies creates a race to the bottom, making the hiring process more sterile and less human. Hiring is inherently a human endeavor, and this trend is unlikely to benefit anyone in the long run.

Soft skills like communication, teamwork, and problem-solving are critical in most job roles. While AI can help highlight these skills on a resume, it cannot demonstrate them in the same way a human can through interactions during the application process. Interviews, for instance, are opportunities to showcase these skills in real-time — something AI cannot replicate.

What’s more, a significant aspect of job searching is learning from feedback and continuously improving. Human applicants can reflect on feedback from past applications or interviews and make necessary adjustments to their approach. AI, on the other hand, follows a set algorithm and cannot adapt its strategies based on subjective feedback from hiring managers.

What You Can Do to Succeed

To stand out in the job market, you need to provide better inputs into the process. Beyond your resume and LinkedIn profile, connect the position you’re applying for with your experience and skills. Show that you’re motivated to work for the company and willing to go the extra mile.

Job hunting is as much about networking and building relationships as it is about submitting applications. AI cannot attend networking events, conduct informational interviews, or engage in meaningful conversations with industry professionals. These human interactions are vital for getting noticed and securing job opportunities. Relying solely on AI removes the personal element from job searching, which can be detrimental. Resumes and text profiles are limiting, so compose a professional impact narrative (PIN) with real impact evidence that supports your qualifications. Companies are eager for proof that you are who you say you are and can do the job — they’re begging for it.

A New Tool in a World of AI: the Professional Impact Narrative (PIN)

The key to creating a great Professional Impact Narrative (PIN) is including both behavior drivers and achievements that together provide the evidence proving you are the right person for the job. Behavior drivers are the motivations, attitudes, and personal attributes that influence how you approach your work. Achievements are the concrete results and accomplishments that demonstrate your capabilities.

Crafting a persuasive (i.e., one that gets you hired) PIN required four steps:

Understand the Job Description: Look at the job description and identify three key things the company seeks. Write these three things down, like a checklist of items that you’re going to “prove” with your impact evidence (See Step. 2).
Provide “Impact Evidence:” Historically, providing numbers to illustrate your impact (i.e., how you will contribute to the company) was sufficient — the good ‘ole show don’t tell. But these can now be easily fabricated by AI. Consequently, recruiters and hiring managers require real supporting evidence — you actually have to show, not just tell. For example, if communication skills were something you noted in Step 1 as important, find a writing sample or show a presentation you’ve recently given. If creativity was something you noted was valued in Step 1, get ready to pitch some ideas or show a wireframe of how something could work.
Give Some Evidence that they Will Want to Work with You — Your Behavior Drivers: Record a video, show some photos of you with teams from school or work, or even a voiceover that can highlight your motivations, attitudes, and personal attributes. The goal here is to explain how these behavior drivers have influenced your past successes and how they align with the role you’re applying for.
Achievements: Give some proof of your accomplishments — at school, in previous roles, or life in general. Use specific examples and quantify your impact whenever possible. For instance, mention how you increased sales by a certain percentage or led a successful project that resulted in significant improvements. You can include work samples (with permission of course!), certifications, award winning presentations, writing samples that were noteworthy, or any other proof that showcases your achievements. There’s no right answer — the way to do it is by aligning your achievements with your future employer’s needs (See Step 1 where you determined their needs).

McCoy Makes Creating Your PIN Easy

PINs are new, and making one can feel daunting or challenging, but tools like McCoy (mccoy.io) can simplify the process. McCoy offers various features to help you easily create your professional impact narrative:

Content Ideas and Prompts: Generate ideas and prompts to help you brainstorm and structure your narrative effectively.
Script Writer: Write a polished script for your video or written PIN.
Teleprompter: Use the teleprompter feature to smoothly deliver your script on video.
Virtual Background: Record your content with a professional virtual background to enhance the presentation.

By creating a compelling, easily-reviewed PIN, you will increase your chances of getting an interview (or even get hired!).

But no matter what, focusing on crafting a detailed and personalized Professional Impact Narrative — and avoiding AI bots and Auto-Apply— can significantly enhance the credibility of your application and set yourself apart from those relying on automated services.

You’re a standout candidate in the competitive job market — it’s time you let employers know that you’re the star they’ve been waiting to hire.

Josh Gafni is Co-founder and CEO of McCoy. He may be reached at josh@mccoy.io.