Will A.I. Kill The Recruitment Process?

What is Generative A.I?

The rise of Generative AI tools like Chat GPT has been pretty impressive. With its ability to spit out human-like text, it's become a valuable tool for many professionals, including recruiters. But, as with any technology, there are potential downsides. One such downside is the potential for abuse in the recruitment process, specifically in coding interviews and case studies.

Tips to stop Abuse of Chat GPT in Recruitment

Chat GPT allows users to input a prompt and receive a response in natural language. This can be great for answering complex technical questions, but it also presents a problem for recruiters trying to figure out a candidate's true capabilities. If you don't believe me, you can search social media and watch people with zero knowledge of software engineering visit leetcode.com and solve some of the toughest technical challenges using these tools. So a candidate could potentially use Chat GPT to pass a coding interview or case study without actually having the necessary skills or knowledge.

So, how can businesses combat the use of Chat GPT in this way?

1. Use better technical assessments: Instead of relying solely on coding interviews and case studies, use more advanced technical assessments that are difficult for Chat GPT to replicate. This could include hands-on coding tasks, live coding sessions, or whiteboard interviews. For any given solution, ask “why, why, why”. Why would you do it this way compared to that way?, why did you choose this structure? why did you make this comment? These questions make sure the candidate understands at a fundamental level the value and purpose of the code they are writing.
2. Use plagiarism or code comparison software: Plagiarism detection software can be used to figure out if a candidate's work is original or if it has been generated by a tool like Chat GPT. Code comparison software can also be used for this purpose, comparing the candidate's code to a database of known code, making it difficult for Chat GPT to pass undetected. Additionally, recruiters can use code review tools to assess the quality and complexity of a candidate's code, which can help identify any inconsistencies that may indicate the use of Chat GPT.
3. Educate candidates and recruiters: Finally, education is key. Candidates should be aware of the potential for abuse and the consequences of using tools like Chat GPT during the recruitment process. Recruiters should also be educated on the potential for abuse and the measures they can take to prevent it.

In conclusion, the use of Chat GPT in the recruitment process has the potential to be abused. But, with the right measures in place, recruiters can prevent this abuse and make sure they're hiring the best candidates for the job.

And yes..the first draft of this article was written with ChatGPT…