Guidelines for AI

Familiarize yourself with these five common ways AI is misused in job searching and applications, and how to improve your approach.

Copy-Pasting AI-Generated Cover Letters and Resumes
Why it’s bad: Employers can spot generic, AI-generated content easily. It lacks authenticity and often doesn’t align with a student’s actual skills or experiences. AI should assist, not replace, your voice.
Better approach: Use AI to generate ideas but personalize and refine the content to reflect your unique experiences and voice.

Overusing Buzzwords and Jargon from AI Suggestions
Why it’s bad: AI-generated content often fills resumes and cover letters with overused phrases like “highly motivated individual” or “results-driven professional,” which don’t make an application stand out. Your resume should feel natural, not robotic, and it should use specific examples to showcase why you would be a good fit for the job.
Better approach: Use AI for structure, but make sure your wording reflects your actual achievements. For example, “Media and Communications student with four years design experience in Adobe Illustrator, Photoshop, and Canva.”

Relying on AI for Interview Answers
Why it’s bad: Memorizing AI-generated responses for interviews makes candidates sound scripted and inauthentic, and you risk spending too much time and energy trying to remember what you’re “supposed to say” as opposed to engaging meaningfully with the question and the interviewer.
Better approach: Use AI to give yourself ideas for what would be good examples to highlight. For instance, use a prompt like “Which of these examples is stronger for demonstrating my time management?” Even if you have examples cued up in your head, it’s still important to speak naturally and adjust in the moment based on the conversation.

Relying on AI for Networking Messages Without Personalization
Why it’s bad: Generic LinkedIn messages or emails from AI lack warmth and personal connection, making them easy for professionals to ignore.
Better approach: Use AI for drafting an outline, but personalize messages by mentioning specific details about the person, organization, or details from past conversations.

Using AI for Dishonesty
Why it’s bad: AI should enhance experiences you already have, not fabricate them. Be truthful about your skills and work history, as it can quickly become obvious in the application or during an interview if someone has overexaggerated their experience or understanding.
Better approach: Use AI to refine how you present your real experiences instead of inventing new ones. If you lack a certain skill, focus on transferable skills you do have and seek opportunities to build the missing ones so you can fill in any gaps.

AI is a great assistant when you’re job hunting, but your personal experiences, voice, and authenticity matter most. Use AI to refine, not replace, your job application materials.

“AI can be a very helpful tool when used correctly, but it’s important that you are authentically you. You know your skills and abilities better than anyone else, and this is your opportunity to showcase them.” – Julia Guzzo, Canada Campus Program Manager, Nokia

Leveraging AI in your job search? Employers flag these mistakes as ones that may cost you the job:

Generic Responses: Applications with overly generic or vague answers that lack personalization or specific details about the organization, role, or your own experiences.

Inconsistent Writing Style: Sudden changes in tone, vocabulary, or writing style within the same document can suggest parts were generated by AI.

Repetitive Phrases: Frequent repetition of certain phrases or keywords can be a sign of AI-generated content.

Unrealistic Claims: Exaggerated achievements or skills that seem too good to be true without substantial evidence (particularly for someone who is newer to the workforce).

Inaccurate Information: Presence of factual errors or outdated information that AI might generate without proper context.

Plagiarism: Content that closely matches other sources, indicating potential copy-pasting or AI-generated plagiarism.

Technical Jargon Overload: Excessive use of technical terms, industry jargon, or corporate buzzwords that seem out of place or unnecessary for the role.

What is API software?

API software, or Application Programming Interface software, can be used to automate the job application process. While this may sound a like a time-saving strategy, it can actually get your application rejected (and cause other issues), cancelling out any time you saved.

How are some people using API software for job applications?

There are two common ways: The first is for application submissions. The API can be programmed to fill out applications automatically using the candidate’s stored information (such as resume details, cover letters, and personal information) to complete required fields.

The second is for batch processing. The software can submit multiple applications in a short period of time (think hundreds of applications in a few minutes). This is done by sending requests to the job boards’ or employers’ servers, mimicking the manual application process.

What’s the downside?

• Reputation risk: Employers may notice if a candidate is applying to numerous positions indiscriminately (particularly within the same organization). It can harm the applicant’s reputation by signalling that they aren’t serious about any particular role.
• Quantity over quality: Applying to a large number of jobs quickly can lead to lower-quality applications. It’s better to spend time crafting well thought out applications for a few positions that align with your experience and interests.
• Missed opportunities for networking and knowledge-building: If you’re reliant on software to apply for you, you may miss opportunities to engage with potential employers through networking events, informational interviews, and personalized follow-ups. You can also learn a lot by reviewing an organization’s website and social media, which can significantly enhance your chances of landing a job.
• Potential errors: Automated applications can sometimes result in errors, such as putting the incorrect organization names or job titles, which can be a red flag for employers because it suggests a lack of attention to detail or an overreliance on AI.
• Lack of personalization: Mass applications can come across as impersonal and generic, reducing your chances of standing out to the employer. Employers often look for tailored applications that show genuine interest in the position and organization.

What are ways to use API software in an appropriate way?

• Data retrieval: Use API to retrieve job listings from job boards or organization websites. This can include job titles, descriptions, locations, and application links. You can use this to narrow down your job search and figure out which jobs interest you.
• Tracking and management: Some APIs allow for tracking the status of applications and organizing follow-up actions (but be sure to write your follow-up notes yourself and personalize them to the employer). This helps candidates keep track of where they have applied and any feedback received, which can be useful during the search.