Be under no illusions, AI has changed the recruitment world significantly. We are getting bombarded with emails from companies who have set up automated AI systems for a) finding candidates, b) contacting candidates (by phone and email), c) headhunting candidates, d) preparing applications for candidates, e) collating, reviewing, interviewing and rejecting candidates and f) sending CVs to firms and liasing with them.
We have had a call in the last few weeks from an AI bot with an Irish accent asking if we would like to go into partnership with her to source candidates for a large UK law firm. We know it was an AI bot because I asked her if she was an AI bot 2 minutes into the call (sounded very realistic and asked perfectly valid questions). She admitted that she was, but was not allowed to tell me which very impressive AI model she was working in.
None of this replaces the human element of recruitment – selling a candidate to a firm and selling a firm to a candidate. Its possible that significant elements of the process will be replaced, but as yet, there is no replacement for this key part of recruiting.
This series will look at the use of AI in different parts of the recruitment process, and the first article is on job applications.
AI can be incredibly useful when candidates apply for legal jobs.
Firstly, it is only as good as the instructions it receives, but secondly it can make applications as good as they can be, save candidates considerable amounts of time and thirdly it can save recruiters large amounts of time as well. So all good – or is it?
Use AI as an editor, not an author
Your instructions to AI are key to ensuring that it works effectively. Start with your own accurate information. Give AI details about your employment history, qualifications, areas of law, caseload and responsibilities. You can then ask it to generate a new CV, correct errors, improve the structure, remove repetition or make the wording clearer.
A useful instruction would be: “Please improve the clarity of this CV, produce a Word document version, check for errors, make improvements to content, do not use unnecessary text, keep the content factual, use the uploaded job description to tailor the CV to the role, concentrate on my specific experience in residential conveyancing and new build, but do not add any experience, qualifications, responsibilities or achievements that I have not provided.”
The last section is essential – we have seen AI-generated CVs containing all kinds of fictitious nonsense. In the last week we have spotted a candidate claiming to work for a company that never traded according to Companies House. We regularly see law graduates who describe a two week internship as if they were head of department.
Ask your AI model to critically evaluate your CV and application, even if you have used it to prepare both. Its always interesting to see what it comes up with. Incidentally we have found ChatGPT Plus and Co-Pilot to be the two most useful AI models to use (and the safest – NB for ChatGPT Plus you need to click the option off to agree to share your data to help learning – its in settings).
Avoid bland, generic wording
One of the most common problems with AI-generated CVs is that they all sound the same. For example: “Highly motivated legal professional with a proven track record of delivering exceptional client-focused solutions.” What a load of old waffle. Employers usually want specific information. What type of work do you handle? What does your caseload look like? Do you conduct advocacy, supervise staff or manage files from instruction to completion?
For example, a better sentence at the top of your CV would be: “Residential conveyancing solicitor with 5 years PQE, supervising a team of four fee earners and personally managing approximately 80 files, including freehold & leasehold sales and purchases.”
Remove the waffle
AI often uses far more words than necessary, particularly in personal profiles and descriptions of employment. Legal CVs benefit from clarity. Employers do not need every responsibility dressed up as a major achievement.
“Successfully facilitated communication between multiple key stakeholders to ensure the efficient progression and timely resolution of complex legal matters.” This was taken from a legal secretary CV. Do we really need to see this, and do we get anything out of reading it, other than a desire to have a snooze?
Ask yourself whether each sentence provides useful information, could be said more simply and sounds like something you would naturally say. Don’t include something just because AI thinks you should. Think of it like a dog – it wants to please you, but it doesn’t necessarily know how to!
Keep covering emails brief
Covering emails are another area where AI regularly causes problems. We often see extremely lengthy emails that repeat the whole CV and include several paragraphs about the candidate’s values, ambitions and professional journey. A covering email is not a second CV. In most cases, it should briefly state: the role being applied for, your current position and relevant experience, any important practical information, such as notice period or location, why the role interests you, your availability for interview (recommended) and that your CV is attached. Two or three short paragraphs are normally enough.
Watch for recognisable AI language
Certain words and phrases now appear so frequently in AI-generated applications that they immediately stand out. “Align” is a common example: “My experience aligns perfectly with your firm’s values and strategic objectives.” Other warning signs include “delve”, “leverage”, “dynamic environment”, “unique opportunity”, “esteemed firm” and “I am particularly drawn to”. Use ordinary language instead: “I am interested in the role because I would like to develop my private client experience within a smaller firm.” Check for repetition – a recent read through a covering email spotted the use of “tends” 4 times in one sentence and 3 times in the next sentence!
Check the formatting
AI-produced documents sometimes arrive with unusual (and regularly used AI) fonts, inconsistent headings, excessive bold text or formatting that changes halfway through the CV. These can make the use of AI instantly recognisable. Use a simple professional font such as Arial or Calibri. Keep formatting consistent and avoid complicated templates, graphics, skill charts and multiple columns.
The final test
Before sending an AI-assisted application, ask yourself: Is every statement accurate? Does it sound like me? Does each word/sentence help the reader understand why I am suitable? AI can save time and improve an application, but you must remain in control. Use it to sharpen your writing, remove repetition and improve presentation. Do not let it invent your career history or bury your experience beneath polished but meaningless language.
Recruiter Note
Using AI has changed our work patterns as well. When it is used effectively we find applications are much easier for us to handle. Gone are the days of needing to chase up a candidate to see if they are looking for full or part time, remote or office, salary levels and notice periods. Instead we get a lot more detailed emails with CVs containing everything we need. Similarly we also get a load of useless CVs and application emails that contain nothing of any interest, even if the candidate has interesting things to tell us. AI really is more about the user than the actual model itself.
NB: we are planning to run our CV check article series again – if you would like us to impartially review your CV as part of a blog article (with personal details removed), please contact us via the website with a copy of your CV and written confirmation that you are happy for us to review it with your personal details removed and most recent firm.
