A staggering 99% of Fortune 500 companies use artificial intelligence (AI) during their recruitment processes. Meanwhile, 65% of recruiters overall admit to incorporating AI technologies into their hiring practices. But how do professionals themselves feel about AI tools? Are jobseekers using AI to improve their candidacy? The Virtual Vocations 2024 “AI Tools Survey” results are in, and the findings answer these questions and more.
AI in the Hiring Process
We already encounter AI in our daily lives via autocorrect features when typing text messages, emails, or documents; digital personal assistants, like Alexa or Siri; and crash detection software programs to keep us safe when we drive. In addition to these everyday, personal AI uses, instances of recruitment AI have increased significantly in recent years. A 2022 SHRM survey of 1,688 human resources professionals found AI is most often used in recruitment and hiring (79%), learning and development (41%), and performance management (38%). During 2023, however, we witnessed a sharp rise in the use of AI tools for recruitment. In fact, the AI recruitment industry grew more than 64% from 2020 to 2023. By the end of 2030, the value of the recruitment industry is expected to reach $942.3 million.
10 Types of Recruiting AI
Recruiting AI is relevant to all parties involved in the hiring process. For the jobseeker, AI is used to conduct job searches, including targeting jobs and companies, determine their career stories, compare transferable skills to open ideas for new roles, and update text for correspondence with hiring managers. And from the employer’s perspective, AI speeds up application processing, automates repetitive hiring tasks, such as preliminary candidate assessments, performs intelligent candidate matching based on keywords, and reduces decisions made under the influence of human hiring biases or unconscious prejudices.
Let’s more closely examine 10 types of recruiting AI commonly utilized during the hiring process.
- Applicant Tracking System (ATS): An ATS is software used to digitally screen applicants based on specific keywords.
- Recruitment Marketing: Job openings are advertised to candidates using audience criteria or target personas.
- Virtual Reality (VR): VR can facilitate office tours or create work scenarios to evaluate candidate performance.
- Skills Assessments: Gamified skills tests conducted via AI gauge applicant readiness, knowledge, and talent.
- Digital Interviews: AI can automate interview appointments, test candidates, and handle live or recorded sessions.
- Job Posting Aggregators: Aggregators function as jobseeker search engines to match applicants with jobs for their skills.
- Candidate Relationship Management (CRM) Recruiting Systems: CRMs are a hub for candidate information and records.
- Onboarding Software: Companies can customize the offer and onboarding phase as well as keep hirees engaged.
- Chatbots: Chatbots screen and converse with candidates, answer questions, and give updates.
- Facial Recognition: When used with debiasing training, this AI example scores candidate expressions to support HR decisions.
Future Trends in AI
AI is not only pivotal to the future of recruiting but also to its present state. While nothing can replace the human element of recruiting, AI is, and will continue to be, a major force in the evolution of human resources and hiring. Here, we name three ways AI could impact future job searches and career moves:
- More Sophisticated Chatbots: In the future, chatbots will be used more frequently to conduct preliminary screening interviews during the hiring process, give personalized responses and recommendations to applicants, and interact with and answer candidate questions in more complex ways.
- Automated Onboarding: Automation of frequent and necessary hiring tasks, such as sending welcome emails and issuing training materials and forms to new hires, is the future. Businesses want hirees to have near-instant access to their onboarding materials so they can get started quickly in their new roles. After all, time is money.
- Better Company Culture: Modern employees value a holistic approach to work, and they want to know their employers value them as well. Companies can use AI to not only monitor employee engagement and feelings but also pinpoint employee support gaps and create personalized avenues for growth.
AI Tools Survey Results
Growth trends and projections for recruitment AI inspired us to consider how much current professionals understand and interact with AI tools—so much so that we chose AI, and its role in job searches, as the theme for our New Year 2024 remote job search event.
Virtual Vocations‘ campaign, “AI in Remote Work: Power Up Your 2024 Job Search,” explored ways AI can positively impact remote jobseekers. This event included the opportunity to take a survey, which was made available to Virtual Vocations members and the general public from January 1–7. We designed the survey to gauge remote-minded professionals’ familiarity with generative AI tools and provide space for respondents to share their opinions on both employer and applicant AI reliance during the hiring process.
Survey Demographics & General Findings
In total, 380 working-age adults successfully completed the “AI Tools Survey.” Among all respondents, most self-identified as female (61.32%) and were between the ages of 43 and 77 (63.95%). More than half of all respondents (54.47%) revealed they feel at least somewhat positive about the recent introduction of generative AI tools into our lives, with only 22.63% expressing negative sentiments about AI’s 2023 surge.
The vast majority of respondents (80.26%), however, were firm in their opinions that companies should disclose the use of AI in their business practices. And while 60.79% of respondents do not believe that a candidate using generative AI tools to create or edit career documents gives them an unfair advantage during the hiring process, favorable opinions of AI used during job searches drop considerably when AI is relied on to produce sample work requested by a hiring manager or to answer in-depth job application questions. Positive outlooks on AI in hiring also fell regarding companies utilizing AI to run predictive candidate analytics, interact with applicants via chatbots, and decide which candidates to hire.
AI Tools Survey Qualifying Question
The “AI Tools Survey” included a qualifying question on workers’ overall familiarity with generative AI tools. That is:
How familiar are you with generative AI tools (e.g. ChatGPT, Google Bard, DALL·E) that grew in popularity during 2023?
- Very familiar. (24.47%)
- Somewhat familiar. (50.53%)
- Not familiar at all. (25.00%)
Respondents’ answers to the qualifying question above sorted them into one of two groups:
- Respondent Group 1: Workers Familiar With AI (75.00%)
- Respondent Group 2: Workers Unfamiliar With AI (25.00%)
Respondent Group 1: Workers Familiar With AI
Respondent Group 1 includes 285 of 380 survey participants, which equals 75.00% of total respondents. When completing their surveys, all members of Respondent Group 1 stated they were at least somewhat familiar with generative AI tools. An analysis of their survey responses revealed key findings on group one’s interactions with AI. We have included an abstract of those findings below as well as a list of complete “AI Tools Survey” questions and answers from group one.
- In addition to being at least somewhat familiar with AI tools, 72.28% of Respondent Group 1 said they are also at least moderately comfortable (i.e. denoting a ranking of five or above on a zero to 10 scale) using generative AI tools.
- More than one-quarter of group one respondents (27.72%) stated they use AI tools three to five times per week, with another 16.84% admitting to using AI tools on a daily basis, either in a personal or professional context.
- Just over half (50.17%) of Respondent Group 1 has already used AI tools, like ChatGPT, to create or edit career documents (e.g. resumes and cover letters).
Since you are at least somewhat familiar with generative AI tools, on a scale of 0-10, how comfortable are you with using these tools? (Zero represents the least amount of comfort and 10 represents the most amount of comfort.)
- 0 (1.40%)
- 1 (5.26%)
- 2 (6.32%)
- 3 (8.77%)
- 4 (5.97%)
- 5 (12.98%)
- 6 (8.07%)
- 7 (15.79%)
- 8 (14.74%)
- 9 (8.42%)
- 10 (12.28%)
How often do you use generative AI tools, either personally or professionally?
- Daily. (16.84%)
- Sometimes (3-5 times a week). (27.72%)
- Rarely (1 or 2 times a week). (32.98%)
- Never – I have experimented with them, but I don’t actively use AI tools. (22.46%)
Do you currently, or have you ever, used AI in your job?
- Yes. (47.02%)
- No. (52.98%)
Do you believe that a candidate using generative AI tools to create or edit career documents gives them an unfair advantage during the hiring process?
- Yes. (37.54%)
- No. (62.46%)
What do you believe are the acceptable candidate uses of AI tools in the hiring process?*
*Respondents were asked to select all factors that applied to their opinions. Answers below are listed in order from most- to least-preferred.
- Writing cover letters.
- Practicing for job interviews.
- Improving or completing social media profiles, such as LinkedIn.
- Writing ‘thank you’ emails.
- Writing resumes.
- Writing prospecting or follow-up emails.
- Enhancing a professional headshot for social media or a website.
- Answering short-answer or essay-format questions on a job application.
- Generating a work portfolio.
- Completing sample work requested by a recruiter or hiring manager.
- There is NO acceptable use for AI during the hiring process.
Do you feel companies should disclose the use of AI in their business practices?
- Yes. (77.54%)
- No. (22.46%)
What do you believe are the acceptable employer uses of AI tools in the hiring process?*
*Respondents were asked to select all factors that applied to their opinions. Answers below are listed in order from most- to least-preferred.
- Writing job descriptions or job postings.
- Completing routine onboarding actions.
- Reducing hiring biases and enhancing diversity and inclusion within the candidate pool.
- Conducting background checks.
- Screening resumes.
- Utilizing chatbots for initial interactions with candidates.
- Running predictive analytics on candidates to determine their likelihood of accepting an offer as well as succeeding within the role.
- Deciding which candidate(s) to hire.
“I trust potential employers that use AI to screen job applications.” How do you feel about this statement?
- I agree. (35.44%)
- I disagree. (25.96%)
- I am undecided. (38.60%)
“I trust potential employers that use AI to make hiring decisions.” How do you feel about this statement?
- I agree. (23.86%)
- I disagree. (48.07%)
- I am undecided. (28.07)
Have you ever used generative AI tools, like ChatGPT, to create or edit career documents, including resumes, cover letters, and job applications?
- Yes. (50.17%)
- No. (49.83%)
Overall, how do you feel about the introduction of generative AI tools into our lives over the past year?
- Very positive. (26.31%)
- Somewhat positive. (35.44%)
- Neutral or indifferent. (18.95%)
- Somewhat negative. (15.44%)
- Very negative. (3.86%)
What is your age range?
- 18 – 26 (10.53%)
- 27 – 42 (31.93%)
- 43 – 58 (32.98%)
- 59 – 77 (24.56%)
- 78 or above (0.00%)
What is your gender?
- Female (57.55%)
- Male (40.35%)
- Nonbinary or gender non-conforming (0.35%)
- I prefer to not answer. (1.75%)
Respondent Group 2: Workers Unfamiliar With AI
Members of Respondent Group 2 represent 95 of 380 survey participants, or 25.00% of the respondent pool. These respondents claimed to be totally unfamiliar with generative AI tools. Below, we have provided an abstract of key findings from this survey group’s opinions as well as a full list of their “AI Tools Survey” questions and answers.
- Although group two respondents stated they are unfamiliar with generative AI tools, 82.09% said they would be at least moderately comfortable (i.e. denoting a ranking of five or above on a zero to 10 scale) using AI tools in the future.
- Only 18.95% of Respondent Group 2 members would trust employers to screen candidate applications using AI.
- Despite a lack of familiarity with current generative AI Tools, 68.42% of Respondent Group 2 stated they are open to using AI during their job searches to create or edit career documents.
Since you are not familiar with generative AI tools, on a scale of 0-10, how comfortable would you be with using them in the future? (Zero represents the least amount of comfort and 10 represents the most amount of comfort.)
- 0 (2.11%)
- 1 (2.11%)
- 2 (3.16%)
- 3 (4.21%)
- 4 (6.32%)
- 5 (25.26%)
- 6 (9.47%)
- 7 (13.68%)
- 8 (21.05%)
- 9 (3.16%)
- 10 (9.47%)
Do you believe that a candidate using generative AI tools to create or edit career documents gives them an unfair advantage during the hiring process?
- Yes. (44.21%)
- No. (55.79%)
What do you believe are the acceptable candidate uses of AI tools in the hiring process?*
*Respondents were asked to select all factors that applied to their opinions. Answers below are listed in order from most- to least-preferred.
- Practicing for job interviews.
- Improving or completing social media profiles, such as LinkedIn.
- Writing resumes.
- Writing cover letters.
- Writing ‘thank you’ emails.
- Writing prospecting or follow-up emails.
- Generating a work portfolio.
- Enhancing a professional headshot for social media or a website.
- Answering short-answer or essay-format questions on a job application.
- Completing sample work requested by a recruiter or hiring manager.
- There is NO acceptable use for AI during the hiring process.
Do you feel companies should disclose the use of AI in their business practices?
- Yes. (88.42%)
- No. (11.58%)
What do you believe are the acceptable employer uses of AI tools in the hiring process?*
*Respondents were asked to select all factors that applied to their opinions. Answers below are listed in order from most- to least-preferred.
- Completing routine onboarding actions.
- Writing job descriptions or job postings.
- Conducting background checks.
- Reducing hiring biases and enhancing diversity and inclusion within the candidate pool.
- Screening resumes.
- Running predictive analytics on candidates to determine their likelihood of accepting an offer as well as succeeding within the role.
- Utilizing chatbots for initial interactions with candidates.
- Deciding which candidate(s) to hire.
“I trust potential employers that use AI to screen job applications.” How do you feel about this statement?
- I agree. (18.95%)
- I disagree. (24.21%)
- I am undecided. (56.84%)
“I trust potential employers that use AI to make hiring decisions.” How do you feel about this statement?
- I agree. (17.89%)
- I disagree. (43.16%)
- I am undecided. (38.95%)
Would you ever consider using generative AI tools, like ChatGPT, to create or edit career documents, including resumes, cover letters, and job applications?
- Yes. (68.42%)
- No. (31.58%)
Overall, how do you feel about the introduction of generative AI tools into our lives over the past year?
- Very positive. (9.47%)
- Somewhat positive. (23.16%)
- Neutral or indifferent. (34.74%)
- Somewhat negative. (26.31%)
- Very negative. (6.32%)
What is your age range?
- 18 – 26 (1.05%)
- 27 – 42 (15.79%)
- 43 – 58 (51.58%)
- 59 – 77 (31.58%)
- 78 or above (0.00%)
What is your gender?
- Female (72.64%)
- Male (26.31%)
- Nonbinary or gender non-conforming (0.00%)
- I prefer to not answer. (1.05%)
About Virtual Vocations
Virtual Vocations, Inc., founded in 2007, is a private, family-owned, and 100% distributed company. Co-founded by CEO Laura Spawn and her brother, CTO Adam Stevenson, Virtual Vocations connects jobseekers with legitimate, fully remote job openings. Virtual Vocations team members screen job postings to ensure the highest quality standards. To date, Virtual Vocations has helped more than four million jobseekers find flexible remote work options.
In addition to managing and curating a database that, at any given time, houses more than 15,000 current, hand-screened remote job openings, Virtual Vocations offers jobseekers a number of tools to aid in their job searches. These tools include exclusive, self-paced career courses, digital guides for popular virtual job industries, and downloadable worksheets. The Career Services Division also provides job coaching and interview prep, LinkedIn profile enhancement, and resume and cover letter writing. Virtual Vocations also releases multiple data-driven reports each year on current trends in remote work.
Send questions about Virtual Vocations’ “AI Tools Survey” report to Kimberly Back. Kim is the Senior Job Data Content Producer. Please reach out to her at kim (at) virtualvocations (dot) com. We also encourage you to explore Virtual Vocations’ social media profiles and connect with us. Visit Facebook, Twitter, LinkedIn, YouTube, Instagram, and Pinterest for more remote work content and conversations.
Additional Image credits: Canva; Virtual Vocations images prepared by Kimberly Back
