GenAI in resume writing, job assessments: Fair use or foul play?

Like many of his peers, final-year economics and data science major Jonathan Chan (not his real name) had been applying for jobs ahead of graduation in July.

One of the roles the 25-year-old applied for was with a local bank. As the position required computing skills, he had to complete a timed coding assessment as part of the application.

What caught him off-guard when the test began was a pop-up that flashed across the screen – notifying him that the use of generative artificial intelligence (GenAI) tools was barred and that his eye movement would be tracked to ensure adherence.

Fortunately, the restriction did not stop him from completing the test and landing the role, although he was used to coding with the help of ChatGPT.

But his experience was rather uncommon. Several other young as well as mid-career applicants who spoke to The Straits Times said they had not been told to refrain from using GenAI tools.

Mr Benjamin Lee (not his real name), 23, completed his writing assessment for an internship role with the help of ChatGPT.

Instructed to plan a mock-up campaign, the second-year communication studies major turned to the AI chatbot for idea generation and he felt the practice was acceptable “as long as you don’t use (the generated response) wholesale”.

He said ChatGPT made tailoring his resume to different job descriptions more convenient.

He also turned to it for answers on what to wear for an interview and whether to initiate a handshake with the interviewer, among other things.

Another graduate, Ms Lim Zi Yi, aced her writing test for a content analyst role in a financial information company with the help of GenAI.

When she received her assessment, which was entirely in traditional Chinese characters, she promptly input the text into ChatGPT for translation into English first before working on analysing it.

When Ms Lim was praised for her performance during the face-to-face interview following the test, she candidly told the interviewer that she had used GenAI tools. To her surprise, the interviewer commended her ability in working with AI to create a piece of work that retained the human touch, and she was offered the job.

AI-friendly hiring

Ms Lim’s employer is not alone in welcoming candidates’ use of GenAI tools during the job application process.

AI Singapore, a research institute hosted by the National University of Singapore, allows applicants to its AI Apprenticeship Programme (AIAP) to leverage AI-powered tools during the technical assessment, before they move on to the technical interview, and again during the group case study exercise.

“AI is rapidly becoming an integral component of standard workflows across various roles, including that of an AI engineer,” a spokesperson for AI Singapore said.

However, the institute has safeguards in place to ensure fair assessment of the candidates’ abilities. For example, its interviewers will pose questions to evaluate their understanding of the work and observe how they use AI tools to identify potential misuse.

Mr Josh Lim, principal consultant at Robert Walters Singapore, said his recruitment agency is open to candidates’ use of GenAI to help them refine resumes, prepare for interviews and practise for assessments, as long as their applications reflect their genuine experiences, capabilities and communication styles.

In terms of assessment format, he said some of his clients prefer candidates to sit the test under a controlled and monitored environment, while others choose to trust the candidates’ integrity.

Representing The Talent Detective, a local boutique recruitment firm, Ms Sim Yunying said her firm does not actively police candidates’ use of AI.

“It’s a bit hard to tell people you can use it in this case, but you can’t use it there.”

“What is most important is the integrity of the candidate,” she added. “You can have AI to help you finesse your curriculum vitae, but everything inside should still be accurate and true.”

Ms Sim believes that candidates’ proficiency at using AI during the application process can reflect how well they can use it on the job.

For example, when it comes to marketing campaigns and proposals, “the human judgment call is still very important” in determining whether the AI-generated idea aligns with the brand, and whether it has the potential to truly stand out, she said.

Hence, if the candidates are able to present a very strong concept – even with the help of GenAI – they can still take credit for being able to discern what is truly marketable, she added.

Caution around AI use

However, not all employers are comfortable with candidates’ use of AI tools.

Mr Dean Tong, UOB’s head of group human resources, said the bank’s recruitment process is designed to assess a candidate’s critical thinking, communication and problem-solving skills.

“To ensure a fair and accurate evaluation, we do not permit the use of AI tools during job application assessments or interviews,” he said.

But, once hired, the employees will receive training on how to use GenAI tools responsibly and effectively, he said.

Recognising that AI is still evolving, Mr Tong said the bank does not rule out the possibility of having to adapt its policy in the future. “We are constantly reviewing and updating our approach, and may in future evaluate candidates on how they use AI to solve problems,” he said.

Recruitment agency Randstad also believes in ensuring a fair evaluation based on a candidate’s genuine abilities – without AI intervention – so its recruiters can match the right talent with the right job.

“While Randstad champions AI for boosting productivity and we see its growing importance in our daily work, the integrity of the interview and assessment process is crucial,” said Mr David Blasco, its country director in Singapore.

“There is a big difference between using AI as a minor aid, like a spell-checker or highlighting real achievements that are already in the CV, versus using it to create the whole CV based on the job description,” he said.

As for assessments, he said candidates are expected to demonstrate their genuine skills – whether they are fresh graduates or experienced professionals. A trained recruiter will be able to spot telltale signs of AI use if candidates are not able to provide enough details while answering follow-up questions.

Regardless of the companies’ stance, some job applicants remain apprehensive about being transparent over their use of AI.

Business major Nathan Foo (not his real name) has been relying on AI heavily to complete both his school assignments and work tasks.

“I can never imagine going back to the days when there was no ChatGPT,” the 24-year-old said, adding that he would feel disadvantaged if he is barred from using the tool when many others use it.

Yet, despite acknowledging the growing acceptance of AI use, he – like several other interviewees for this article – requested anonymity, fearing that his dependence on AI might be frowned upon.

“There is an unspoken rule that you shouldn’t rely too much on AI,” he said. “Maybe because ChatGPT was launched only a few years ago, so there is still a bit of taboo.”

Source: The Straits Times © SPH Media Limited. Permission required for reproduction.

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