Since November 2022, AI chatbot ChatGPT has enabled anyone with internet access to generate anything in the written form: think intricate essays and code, succinct memos or poetry. Even with basic prompts, ChatGPT can complete complex, written tasks in moments, and work as a creative tool to quickly produce efficient content. 自2022年11月以来，在人工智能聊天机器人ChatGPT的帮助下，只要是能够上网的人都能以书面形式生成一切东西：晦涩的文章、复杂的代码、简洁的备忘录或简短的诗歌。即使有基本的提示，ChatGPT也可以在瞬间完成复杂的书面任务，并作为一种创造性工具快速生成高效的内容。 Jobseekers are among those reporting such benefits. Leveraging a dataset containing 570 billion individual words, OpenAI’s ChatGPT can compose convincing cover letters on demand, or synthesise a few career details into a competent, bullet-pointed CV.Want to send an email to a hiring manager? Prompt the chatbot, then copy and paste the AI-generated text straight into the message. 求职者也纷纷享受到了AI带来的便利。ChatGPT的数据库中有多达5700亿个单词，可根据用户需要生成一份完美的求职信，或者将一些职业细节合成一份结构完整且扼要简明的简历。想给HR发电子邮件吗？点开AI聊天机器人，然后将人工智能生成的文本直接复制并粘贴到邮件消息中即可。 But hiring managers aren’t oblivious: they understand candidates are already leaning on generative AI to assist them, and may well do so even more as the technology grows in sophistication. This could create a shift in job applications as we know them, moving recruiters away from the traditional modes of evaluating candidates. 但HR心知肚明，知道求职者已经开始依赖人工智能，而且随着技术的成熟，求职者对人工智能的依赖可能会大。由此引发求职方式的变化，使招聘人员摆脱传统的求职评估模式。
Not all recruiters report the use of generative AI as a hiring red flag – or even a worrying development at all. Adam Nicoll, group marketing director at recruitment and job-consulting firm Randstad, based in Luton, UK, says time-poor hiring managers may be unlikely to distinguish between a cover letter written by a candidate and one generated by AI. “The language generated by ChatGPT reads clean, if formulaic. 然而并非所有招聘人员都将人工智能视为影响招聘的洪水猛兽，担忧人工智能的进一步发展。总部位于英国卢顿的招聘就业咨询公司Randstad的集团营销总监尼尔·亚当斯表示，某些时间紧迫的HR不太可能仔细区分求职信是出自求职者之手还是AI之手。ChatGPT生成的语言虽然刻板但读起来简洁干净。 Despite this, he says he wouldn’t necessarily consider this cheating the hiring process. “It’s helping those who aren’t the best at writing and editing in producing a neat summary of career highlights. 尽管如此，亚当斯表示自己不认为在招聘过程中使用人工智能属于作弊。相反，这有助于帮助那些不擅长写作编辑的人对职业亮点进行简洁的总结。 Experts say standard hiring processes may change as a result. For instance, since generative AI can create pre-interview presentations, employers may introduce harder assessments in response. “The onus is to test and evaluate what the machines can’t do,” says Miller. “While generative AI can arrange data in an interesting way, it’s not particularly creative – it can only work with what already exists. So, that could mean assessments demanding more creative and abstract thought from the candidate.” 专家表示，标准的招聘流程可能因此而改变。例如，生成式AI可以创建面试前的演示，雇主可能会因此加大面试的评估难度。米勒说：“我们的责任是测试和评估机器不能做的事情。”。“虽然生成式AI可以以一种有趣的方式排列数据，但其创意性欠佳，只能与现有的数据一起工作。因此，这可能意味着求职者在面试时要进行更具创造性和抽象的思考。”
Additionally, there could be a greater emphasis on scrutinising candidates in face-to-face settings, says Brooke Weddle, partner at consulting firm McKinsey & Company, based in Washington, DC. “As opposed to cover letters, which typically convey little information critical to the actual hiring decision, employers look hard at cultural fit and soft skills during the interview process.” 此外，总部位于华盛顿特区的咨询公司麦肯锡的合伙人沃尔特·布洛克表示，该公司可能会更加强调在面对面的环境中仔细评估求职者。“与求职信不同，求职信通常只传达对实际招聘决策至关重要的信息，雇主在面试过程中会严格考虑求职者的文化背景和软性技能。” Furthermore, some recruiters are already embracing new AI tools on their side of the job hiring process. For instance, some large corporations are leveraging AI in the recruitment process to test job seekers’ qualities through skill- and personality assessments, which use data-driven behavioural insights to match candidates against vacancies and reveal their soft skills. 此外，一些招聘人员已经在招聘过程中采用了新的人工智能工具。例如，一些大公司正在招聘过程中利用人工智能，通过技能和个性评估来测试求职者的素质，这些评估使用数据驱动来分析求职者的行为，进而找到与求职者相匹配的职位空缺，并发现他们的软性技能。 These kinds of emerging platforms that give recruiters more data on candidates stand to change the job-application process, too, especially as “we move from degree certifications to skills-based hiring”, says Weddle. And this may be just the beginning of big changes to come. 沃尔特指出，这些为招聘人员提供更多求职者数据的新兴平台也将改变求职流程，尤其是在“我们从重学位转向重技能的招聘”之际。这可能只是序幕，一场重大变革或即将到来。 词汇小结：
