Deutsch Intern
Career Centre

new trends on the labor market: AI in the application process

AI has already begun to shape the future of recruitment. But where does the use of this tool make sense and where could the use of robo-recruiting have an impact on the application process and, consequently, on students' career entry?

Definition of AI:

AI is the abbreviation for artificial intelligence, i.e. the ability of a machine to imitate intelligent human behavior. This includes Machine Learning, Natural Language Processing (NLP) and Deep Learning. The basic idea is to use machines to approximate important functions of the human brain - learning, judgment and problem solving. [1]

Definition of Robot Recruiting:

Robot recruiting is the use of algorithms, programs and artificial intelligence in the selection process of companies. The technical systems support HR staff in reviewing and selecting application documents, answering applicant questions and other recruitment tasks. [2]

The labour market is very tight due to the shortage of skilled workers - favoured by digitalization, demographic change and low unemployment. New methods and opportunities are therefore crucial for the efficient and long-term successful recruitment of new employees. Artificial intelligence can be used as a tool to support employees in the HR department in some aspects of the recruitment process. New applications are also foreseeable in the future. The possible applications are numerous, including:

By using chatbots, students receive quick and, in most cases, appropriate answers to their questions regarding the application process. This has a positive effect on the candidate experience/journey. In addition, no one from the HR department has to spend time on this, while the candidates automatically receive information on career options, further training opportunities or working hours through the AI. Nevertheless, little to no contact with recruiters makes it difficult to assess how well you fit into the company.

AI is able to sift through incoming applications and analyze whether the candidates match the job advertisement - based on criteria previously defined by the recruiter. For example, the CV, cover letter or work samples are processed automatically and filtered according to soft skills, further training, specialist knowledge, etc. This information is collected and listed for the recruiter in the applicant management system. This allows recruiters to save time, but this use of AI is prone to errors if the wrong criteria are used or if technical errors lead to a rejection.

With the help of artificial intelligence (AI), existing job advertisements are analyzed, allowing suitable keywords, job portals or categories to be suggested to recruiters.

During the search for suitable candidates, various appropriate candidates are suggested from a database based on requirement profiles. This leads to greater fairness in the selection of applicants, as AI treats all applicants equally without unconscious bias. Applicants are therefore only shown relevant job advertisements based on their qualifications and experience. In addition, suitable jobs are displayed on social media without the need to search. This allows companies to choose the right candidates.

AI can work out and analyze a candidate's skills, abilities and personality traits based on the tasks they have completed.

Initial interviews with potential employees can be taken over by AI applications, as the tool can use the applicant's use of language, choice of words and facial expressions to determine whether the person is a good fit for the position and the company in general.

Tips for CV-Parsing

  • use Word or PDF format when sending the CV
  • adapt your application to the required skills and interests → Matching
  • include as many keywords as possible from the job description relating to hard and soft skills
  • use precise language and active words
  • getting content to the point
  • give concrete examples when naming own character traits and strengths
  • use industry-specific technical terms
  • avoid spelling mistakes, abbreviations, special characters and graphic representations
  • use web-safe fonts such as: Arial, Times New Roman, Tahoma, Calibri
  • reproduce time periods without gaps in standard format: MM/YYYY with start and end date

The Career Center also tries to prepare students in the best possible way for the AI-supported application process through advice and numerous events, also with regard to the application letter. In the summer semester 2024, students can take part in courses such as "Understanding and successfully using artificial intelligence in the application process" and "Trends in recruiting" and thus be better prepared for their entry into work and the changing world of work. In the future, students will also receive tips on CV parsing, matching etc. and AI-supported recruiting in general. In order to achieve this, the Career Center works hard every semester to find competent speakers so that students are best prepared for their entry into the job market.

[1] Uwe Schick (2018). Was ist künstliche Intelligenz?. SAP Germany, doi:
https://news.sap.com/germany/2018/03/was-ist-kuenstliche-intelligenz/

[2] Jochen Mai (2021). Robot Recruiting: Definition, Aufgaben + Vor- und Nachteile. Karrierebibel, doi:
https://karrierebibel.de/robot-recruiting/