Gen Z Grads Are Using ChatGPT for Resumes—Here’s What Employers Should Know
As the Class of 2025 steps into a job market shaped by remote work, economic uncertainty, and technological disruption, a new trend is emerging: the use of generative AI to craft resumes and cover letters.
According to the 8th annual Class of report from talent cloud company iCIMS, nearly half (47%) of graduating college seniors are interested in using AI tools like ChatGPT to write application materials. One in four members of Gen Z have already done so.
This generational shift highlights how digital-native candidates are leaning into AI to streamline their job search. For recruiters and HR professionals, however, it raises important questions about authenticity, skill evaluation, and the future of hiring.
Why Grads Are Turning to ChatGPT
Let’s be honest: writing resumes and cover letters is a high-stress task, especially for students entering the job market during uncertain times. The iCIMS report reveals that today’s graduates are anxious about their career prospects, citing inflation, job competition, and the lingering effects of COVID-19 on workplace dynamics.
It’s no surprise that many are turning to generative AI for help. ChatGPT and similar tools offer a fast, easy way to polish resumes, brainstorm cover letters, and tailor applications to specific roles. For candidates with limited experience or non-traditional backgrounds, these tools can provide a much-needed confidence boost and help them articulate their strengths more clearly.
What Employers Are Thinking
While some talent leaders welcome AI’s potential to increase efficiency, not all are convinced. iCIMS found that 39% of HR professionals view the use of AI-generated application materials as a dealbreaker, suggesting it may negatively impact how a candidate is perceived, even before the interview.
This raises a critical dilemma: should hiring managers value the finished product, or the process used to create it?
Some professionals argue that using AI indicates resourcefulness—a skill in itself. Others worry it may obscure a candidate’s actual writing ability or attention to detail. Still, others are concerned about originality and authenticity: How can a recruiter assess culture fit or communication skills if a bot did most of the writing?
A More Nuanced Approach
Instead of drawing hard lines, some companies are choosing a middle ground. Many of them are embracing AI as a tool, but not a replacement for critical thinking or effort. Al Smith, CTO of iCIMS, notes that generative AI has potential on both sides of the hiring equation. From writing job descriptions to crafting onboarding materials, AI can help HR teams work more efficiently while setting clearer expectations for candidates.
The key, it seems, is transparency. If a candidate uses ChatGPT to refine a bullet point or draft a paragraph, should that be considered a red flag? Maybe not. But if the entire application is generic, vague, or inconsistent with the candidate’s voice, it could raise concerns.
What Companies Should Do Next
To prepare for the AI-influenced future of hiring, employers should:
Establish clear guidelines on the use of AI in applications. Consider including a statement in your job postings about whether AI-generated content is acceptable—or whether it must be disclosed.
Focus on substance over style. If a resume looks polished but the candidate can’t speak to it in an interview, that’s a stronger signal than the formatting itself.
Update evaluation criteria to reflect how candidates engage with new tools. Being tech-savvy may become just as important as writing a traditional cover letter.
Train interviewers to probe deeper. Ask candidates how they approached their application process. Did they use AI? If so, how? This can spark thoughtful conversations and give insight into their critical thinking and integrity.
Model ethical use of AI internally. HR teams can lead the way by transparently using AI in job postings, performance reviews, or onboarding—showing that technology can enhance, not replace, human work.
Final Thoughts
AI isn’t going away. As more candidates adopt tools like ChatGPT, hiring leaders will need to evolve their expectations. Rather than dismissing AI outright, the most effective approach may be to embrace it with care, clarity, and a focus on substance over shortcuts.
The future of hiring will belong to those who can adapt to new technologies and still recognize the value of human authenticity. Whether you’re a recent graduate or a tenured HR leader, the message is the same: AI is here—so let’s get smarter about how we use it.
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