AI is also a tool to get a job: “No one will notice”

The curriculum is the only cartridge of the candidates To highlight at the beginning of the selection processes. Therefore, it must be optimized enough for ATS automated selection systems (Applicant Tracking System), but also Offer clear and concise information In case you check them a human recruiter.

The use of AI in the elaboration of curriculums is not only an increasingly common trend, but already It is a common practice among those who seek employment efficiently. He 2025 market trends report From the Career Group Companies personnel selection platform, it points out that almost 65% of employment applicants already use AI in some phase of their application process.

This figure shows how AI is not only transforming the labor marketbut also the Personnel selection stages. Far from be a “trap” In the process, the correct use of AI It can make the difference between unnoticed or capture the attention of recruiters. It is not enough to be good at your job, too You should know how to tell.

It’s okay to use in your curriculum

Kathleen Nolan, a senior recruiter at the Growthloop technology company, has reviewed hundreds of curriculums and stated in statements to CNBC that has no problem that candidates use AI to write their credentials. “Nobody cares if you use AI. If you use it well, nobody will notice,” said Nolan, who has been in the sector for seven years and personally reviews each curriculum he receives.

Nolan stressed that LMost people already use AI for tasks like this and that the important thing is to know how to use it correctly. In fact, the recruitment expert recommends that candidates Use tools like chatgpt To generate a first draft for the presentation letter or for the curriculum, and then customize the result before sending it.

For the recruiter, use AI to customize the curriculum is to take advantage of a tool available to everyone. No one would be surprised in the 21st century someone use a computer and a word processor to write your curriculum or your presentation letter. “It seems very hypocritical when I see the recruiters talk about that, because, come on, if I were in the labor market, I would also be doing it,” says Nolan to CNBC.

The AI ​​is nothing more than a tool that facilitates and speeds up the adaptation of the curriculum to each offer, incorporating keywords and highlighting specific skills that appear in the description of the position. “I don’t know why it has become such a controversial issue. While it is used as intended, no one can know, and anyway should not matter,” says Nolan.

This increases the chances of curriculum passes automatic filters and arrive at the hands of a human recruiter. After passing that first filter, the document must be clear enough to Show the information clearly and consistent so that the recruiter can get a clear idea of ​​your skills with a simple look. It should be taken into account that these people check hundreds or thousands of curriculums, so, in many cases, they can only dedicate them more than a few seconds.

AI can help you identify the most relevant terms and to rewrite your achievements to give priority to the most prominent for the position to which I postulate. For example, you can ask you to summarize your qualification and experience using action verbs or that stands out Quantifiable results in previous jobs. Thus, your curriculum will be more attractive and will be better aligned with what companies are looking for, without losing authenticity or precision.

The importance of reviewing the AI ​​text

Although AI can save you a lot of time and improve the quality of the curriculum, it is always necessary to check the final text and give your personal touch.

IA tools are trained with large volumes of data and, sometimes, They can hallucinate and include incorrect information. Therefore, it is essential to thoroughly review the result and correct possible errors to ensure that everything that the document appears is true and consistent with your experience.

“I would not expect someone to write a personalized presentation letter for every opportunity, because that would consume a lot of time,” said Nolan. However, the recruiter remembered that, if it is going to be sent to one, it must ensure that it is well written and that it reflects the candidate’s enthusiasm for vacancy. Reading a “type” letter can generate the opposite effect on the recruiter.

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