BYU Grads Hack the Job Hunt with AI

The Class of 2025: Using AI to Navigate an AI-Shaped Job Market

The graduating class of 2025 is entering a workforce profoundly shaped by artificial intelligence (AI). Ironically, many are turning to the very technology threatening entry-level positions to gain an edge in their job searches.

The rise of AI has been a major topic of discussion, particularly regarding its potential impact on white-collar jobs. This concern has loomed over the class of 2025 throughout their college years. Now, as they enter the professional world, they face this reality head-on, compounded by a challenging economic landscape.

These graduates have shown remarkable adaptability, entering college during the COVID-19 pandemic and witnessing the rapid development and deployment of AI. They’ve also faced relatively high unemployment rates for their demographic. Recent graduates experienced a 6.6% unemployment rate recently, a figure higher than historical averages. With fewer job openings available, these graduates are seeking any advantage they can find to stand out from the competition.

Leveraging AI for Job Search Success

Many graduates are now strategically employing AI to improve their chances of landing a job. Katarina Martinic, a recent media arts graduate, uses ChatGPT to optimize her application process. She essentially treats the AI as a personal assistant, asking it for suggestions on how to improve her resume or highlight specific skills.

Martinic inputs her resume into ChatGPT, allowing the AI to understand her qualifications and provide tailored recommendations. Her goal is to ensure her application materials closely match the requirements of each job she applies for. This involves tweaking her resume and crafting personalized cover letters.

According to Justin Jones, the director at a university career center, utilizing AI in this manner helps students identify the essential keywords and phrases necessary to be noticed by automated resume screening systems. Jones, who has extensive experience guiding job seekers through applicant tracking systems, frequently incorporates ChatGPT into his advising sessions.

While young people often possess a natural understanding of AI, they may not be fully aware of its potential applications in the job search. Jones helps them explore more sophisticated ways to leverage these tools.

Beyond suggesting relevant skills and phrases, job seekers can also instruct ChatGPT to act as a hiring manager, providing valuable feedback from that perspective. The AI can then scan the internet to identify the specific criteria hiring managers seek in various fields, allowing candidates to refine their applications further.

Both Jones and Martinic agree that AI streamlines the job search. By automating certain tasks, ChatGPT frees up Martinic’s time to focus on finding more job opportunities.

The Challenges of AI-Driven Applications

However, the widespread use of AI in job applications also presents challenges. The sheer volume of applications, many of which are AI-assisted, can overwhelm the system. One human resource consultant reported receiving hundreds of applications within a short period, highlighting the strain on the review process.

Another concern is the potential for uniformity in applications. As more individuals rely on the same AI tools, the risk of applications becoming indistinguishable increases. While Martinic acknowledges that using AI might not make her stand out, it provides her with a sense of confidence that she is at least approaching the process effectively.

Jones believes that interviews will ultimately be the deciding factor.

The Enduring Importance of Human Connection

Despite the emergence of AI tools that can provide real-time answers during interviews, Jones believes that interviews will remain crucial in the hiring process. Some companies are already taking steps to prevent the use of AI during interviews. For example, some companies are providing recruiters with guidelines to identify potential violations. While applicants are welcome to discuss how they’ve used AI to improve efficiency, using it during the application process could jeopardize their chances.

Jones emphasizes that using AI during interviews is not only unethical but also detrimental to applicants because it prevents them from engaging in independent thought. He believes that the final interview stage is about assessing cultural fit and alignment with the company’s goals.

Martinic echoes this sentiment, emphasizing the importance of establishing a genuine human connection during interviews.

Returning to Fundamental Principles

As AI becomes increasingly prevalent, employers will prioritize candidates who can demonstrate their individuality and authenticity.

Jones advises job seekers to develop a deep understanding of their skills and experiences so that they can communicate them in a compelling and genuine manner.

According to Jeremy Schifeling, the founder of a career development platform, applicants must focus on the fundamentals. He suggests that employers will likely favor candidates who are personally known or recommended by current employees over unfamiliar applicants, regardless of how polished their AI-generated resumes may be.

The Power of Networking

Despite the ability to submit a large number of applications, Martinic has found that networking has been the most effective way to secure interviews.

Jones explains that using AI should be viewed as a means to free up time for building meaningful connections. The most effective strategy is to actively engage with people, regardless of whether they have immediate job openings. Building a network and establishing relationships can lead to opportunities down the road.

Ultimately, human connection remains essential. Individuals should explore how technology can facilitate interactions with people. According to Jones, the key is people, not the number of applications submitted.