How to use artificial intelligence in applying for jobs has become top of mind for most graduating students, says Blessie Mathew, the University of Alberta’s assistant dean of student success, careers and experiential learning.
“In every appointment we have with a student, AI is being discussed at some level,” she says, adding that many are confused about how much to use the rapidly evolving technology and when, given that employers are themselves far from consistent.
But in some ways her main advice hasn’t changed. Even if you do use AI for research, make sure your application conveys a strong sense of who you are, with a strong voice and specific examples drawn from real work experience. That will separate you from the submissions full of AI’s generic clichés, platitudes and hallucinations.
In other words, use the technology as a research tool but not for writing, except perhaps as a copy editor.
AI and the messy middle of the pack
Some organizations use AI to collect and sift through job applications, even applying detection software to weed out the unqualified and rank the contenders. Others prefer to review applications the old-school way, with human eyes.
Because AI allows for applications to be turned out faster and in greater numbers, what does seem universal across industries is that bloat in the middle of the pack — the mediocre ones that aren’t so easy to eliminate but don’t stand out as exceptional either, says Mathew.
The best applications often clearly convey a sense of the person behind the language, rather than recognizable AI turns of phrase. Google’s Gemini itself describes AI language as “predictable patterns like, ‘It’s not just X, it’s Y,’ and a rhythmic, balanced sentence cadence.” Sentences tend to have little variation in length and structure, creating “a boring, repetitive rhythm.”
According to Mathew, “AI waters it all down,” and the best contenders have real-life examples.
A thinking partner, not a shortcut
A greater number of employers are now relying on competency tests rather than cover letters and resumes because they can’t be as easily faked.
"We’re seeing employers ask applicants to record asynchronous video answers,” says Mathew. Applicants record video answers to pre-set questions on a platform like Hirevue, Spark Hire, or Modern Hire without a live interviewer present, with a limited number of attempts by a set deadline.
“There’s software that can determine how many chances an applicant has to answer a question, or it’s timed so the recording shuts off after two or three minutes,” says Mathew.
What all of this means is that the game has changed. In some ways, the speed and ease of AI have made it tougher to make an impression and stand out from the pack. But if used properly, it can also give you an advantage.
“We are not discouraging students from using AI — absolutely not,” says Mathew. “We’re telling them to be intentional in how they’re using AI. It’s about how and when you use it in the process.”
It might seem counterintuitive, but using AI to prepare an application could — and perhaps should— take longer, because the research is more involved. Instead of sending out countless generic resumes to countless prospective employers, most of them missing the mark, the search becomes more targeted and refined.
AI can, for example, be highly effective in matching a job description to employment experience, quickly isolating what makes an applicant strong for the position. It can also prep applicants with likely questions, so they can have bullet points ready when the video starts recording.
“Using AI is not a shortcut, and shouldn’t be used as one,” says Mathew. “It should be a thinking partner used for more extensive research and to prepare an excellent resume.”
