In October 2024, career expert Jasmine Escalera commented on the results of a poll conducted with 500 human resources (HR) managers regarding the influence of artificial intelligence (AI) on HR and how technology is transforming the field.
According to My Perfect Resume’s article, the survey investigated the prevalence of AI, its impact on recruitment, and associated ethical considerations.
The results revealed that 64% of HR managers utilize AI. However, concerns like data privacy and bias remain significant issues, with 26% of HR practitioners choosing not to incorporate AI into their operations. Additionally, 10% of respondents stated that their companies do not allow the use of AI at all.
My Perfect Resume reported that HR departments are leveraging AI in various aspects of their operations, including: writing job descriptions, postings, or ads (59%), HR analytics and reporting (44%), recruitment and candidate screening (40%), resume screening and analysis (39%), employee engagement and satisfaction surveys (39%), employee onboarding and orientation (37%), interview scheduling (37%), help desk responses (34%), performance management and feedback (33%), and responses to employee queries (29%).
In March 2025, the National Association of Colleges and Employers (NACE) hosted an immersive virtual AI training to prepare individuals for the evolving AI landscape and to align with the NACE Career Readiness Competencies for coaching and career center management.
The AI course aimed to enhance advising alongside peers in career services nationwide.
Participants learned how to leverage AI in their students’ career journeys, utilize AI to analyze career center data, build confidence with AI by refining their fundamental knowledge, follow a step-by-step walkthrough of various AI applications, and create a bot to practice and master using AI as it pertains to their specific career center.
In 2024, NACE published a guide for students on using Generative AI in their job search.
The university educators who authored the article identified AI job-search traps, such as using generic prompts that lead to generic responses in generative AI.
They advised students to customize their inputs by providing detailed and specific information about their values, skills, experiences, current challenges, and particular hopes and goals.
Furthermore, they encouraged students to build relationships with individuals in their target industries to gain insights, rather than relying solely on online research.
Students were also advised to use AI as a starting point for initial drafts or ideas and to refine the output with a critical perspective.
Professors have expressed concerns that relying solely on AI tools may lead to generic applications and communication, which lack the personal touch that can help students stand out.
For instance, generative AI may struggle to convey a student’s unique story authentically in a cover letter, failing to reflect their voice, tone, and writing skills.
They also cautioned students that AI-generated information might not always be accurate or true. Since generative AI pulls from existing online information, knowing potential biases in its outputs is essential.
Students should critically evaluate the information generated and seek diverse perspectives from mentors, peers, and industry professionals with varied backgrounds to counteract narrow and biased viewpoints present in AI.
Exclusively relying on AI-generated job recommendations can also limit the exploration of diverse opportunities and industries that align with a student’s skills and interests, particularly in niche or emerging fields.
While generative AI can assist in brainstorming potential career pathways, career educators understand that internal candidates or referrals often fill many positions quietly.
Overreliance on AI-generated information may result in missing out on these niche opportunities and the valuable human connections often crucial for securing a job.
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