Job candidates with artificial intelligence (AI) skills are in hot demand across corporate America, but when it comes to using this technology to create resumes and cover letters, do hiring managers feel the same enthusiasm or disdain for applicants who use AI for this purpose?
In a recent survey of 600 U.S. hiring managers, 19.6% of managers say they would reject a job applicant if they used generative AI (or gen AI) to create a resume or cover letter, according to a TopResume report. And 33.5% of managers say they can recognize an AI-generated resume in 20 seconds or less, while 14.5% of managers oppose the use of AI during any stage of the candidate hiring process, the report states.
“There are cases where some organizations will actually disqualify candidates if they even suspect that AI has been used,” says Ed Mangini, an executive technologist, AI, for GlobalLogic, a Hitachi Group company that builds digital products, platforms and services.
But when it comes to tech hiring managers and tech recruiters, they hold a different view on the use of gen AI and AI for creating resumes and cover letters, industry experts say.
Why You Should Use AI to Create Resumes and Cover Letters
“From my perspective, and that of many tech leaders, there’s no inherent issue with tech workers using AI to help create their resumes or cover letters, provided the content remains entirely accurate,” Robin Ducot, chief technology officer for SurveyMonkey, told IEEE-USA InSight. “Engineers aren’t always the most articulate in conveying their accomplishments, so leveraging AI to help clearly express the value of their work is perfectly acceptable. It’s akin to using a resume coach to refine their messaging.”
Tech hiring managers also consider it appropriate to use AI and gen AI when shaping words and phrases to be more concise and fit the tone of job applications, Mangini says.
“Using AI to summarize career bullet points, while fitting a resume to a specific job application is entirely appropriate, provided the generated content is true and accurate,” Mangini added.
And in many cases, a tech candidate’s ability to use AI tools is a bonus, rather than a detractor, says Curtis Britt, vice president of technology talent solutions and a senior client projects partner North America at Korn Ferry. Most tech hiring managers these days assume AI is a tool their engineers will use. As a result, using AI to enhance your resume or cover letter is commonplace and not viewed negatively in the tech space, he added.
Although crafting a resume or cover letter with the aid of AI is considered appropriate for tech workers, all three industry experts cautioned against allowing AI to fabricate or misrepresent your accomplishments, skills and experience. In other words, it’s crucial to review your documents for accuracy before submitting them to a prospective employer.
How to Use AI to Your Advantage for Resumes and Cover Letters
A generic cover letter, or one that clearly indicates a lack of familiarity with the job description, is a negative for hiring managers, the industry experts say. Instead, use AI strategically to synthesize information from the company’s profile, the job description, and your own skills to craft a cover letter that articulates your interest in a way that distinctly connects to the position offered, Ducot advises.
Britt holds a similar view, and notes AI can quickly and efficiently ensure your resume speaks specifically to the job description. Without customizing your resume and cover letter to each position you are applying for, it will fail to attract employers’ attention, he notes.
And because all good resumes tell a story about a candidate, applicants can use gen AI to achieve that goal and present it as succinctly as possible, says Mangini.
When Should You Disclose the Use of AI in Resumes and Cover Letters
If and when you disclose the use of AI in creating your resume and cover letter is debatable, experts say.
Ducot says applicants generally will not need to disclose the use of AI or gen AI when drafting a resume or cover letter.
“It’s a bit like not explicitly stating that you used a resume coach or had someone review your cover letter; it’s an underlying process rather than a core qualification for the role itself,” she says. “While AI can certainly assist in the writing process, the ultimate responsibility lies with you to thoroughly review and edit the content to ensure it accurately reflects your own thoughts and experiences.”
She also adds tech workers typically won’t be penalized for using AI, unless the resulting document reads oddly or lacks a genuine personal voice, she warns.
But Mangini and Britt both say the use of AI may be worth mentioning to tech hiring managers in certain circumstances.
“I do think that candidates should mention, as a disclaimer of sorts, that AI was used to create their resume and cover letter, and in what capacity it was used,” says Mangini. “If the job requires the use of AI to create documentation, then it might help provide a mini-portfolio of candidate skills; however, for developers or many technology professionals, using AI to create documents isn’t demonstrative of the skill of using AI to create quality code, generate tests, perform code study, and so on. AI is really just a tool. Overusing when inappropriate is more likely to demonstrate ignorance and distract from someone’s actual skill set.”
Tech applicants seeking a prompt engineering role may benefit by disclosing the use of AI in creating their resume or cover letter, and it could boost their candidacy, Britt says. These applicants can note they used the technology to ensure their resume spoke specifically to the job posting requirements, he explained.
How You Can Avoid Becoming an AI Resume and Cover Letter Horror Story
Pitfalls typically arise when candidates rely on AI without a deep understanding of the content it creates — particularly during an interview, says Ducot.
For example, AI can sometimes generate code that is inefficient or even incorrect, so an engineering candidate absolutely needs to be able to identify and rectify such issues, she says. “The main takeaway from all of this is that you must truly know your own capabilities and what you’re presenting,” Ducot warns.
In about 5% to 10% of job offers made, the employer needs to rescind the offer due to a mistruth in a resume, Britt says.
“If you are dishonest in a resume or cover letter, the interview process is set up to specifically root out those missed truths and confirm the content that is in the resume,” Britt says.
