How Job Candidates Are Using AI: What Every Nonprofit Search Committee Needs to Know

Artificial intelligence (AI) is transforming the way people apply for jobs. AI tools can draft resumes, write cover letters, and help candidates prepare for interviews. For nonprofit search committees, the use of AI by job applicants raises important questions.

How do you know if what you’re reading is authentic?
Should you be concerned about applicants using AI?
How can you make sure you’re hiring people with the genuine passion your mission requires?

In this blog, I tap into my years of experience as an executive search consultant to help nonprofit search committees navigate this evolving landscape.

How Are Job Candidates Using AI?

1. Completing the Job Application: Before AI, I heard many job seekers say that it felt like a full-time to apply for jobs because of the time it took to customize their materials for each job. AI can save time and help put the candidate’s best foot forward when used carefully. AI helps by offering suggestions on how an applicant can customize the resume and cover letter to meet the parameters of the job description.
2. Interview Preparation: Candidates are using AI to prepare for interviews in several different ways:
   • Company Research: A candidate’s knowledge of the organization shows they are serious about the role, but this research can take a lot of time. AI can speed up company research, creating briefing summaries that help candidates prepare quickly for interviews.
   • Anticipate Interview Questions: AI can help job candidates to anticipate what questions will be asked during the interview.
   • Mock Interviews: There are now AI tools that can simulate a job interview. Answers are transcribed in real time so that the user can review what they said and work on improving their answers.
   • Real-time answer generation: Some job candidates are now using AI-powered “copilot” tools that provide them with real-time suggestions and personalized answers during virtual interviews.

Should Hiring Managers Be Concerned When Job Applicants Use AI?

AI use in the job application process is not necessarily good or bad. Like most tools, it depends on how it’s used. It is important to distinguish between AI as an assistant and AI as a substitute.

That being said, nonprofit organizations are rightfully concerned about authenticity and mission alignment. There are steps you can take during the application process to ensure that the candidate can demonstrate the skills and passion your nonprofit needs.

How to Evaluate Candidates in an AI World

AI can help job candidates put their best foot forward when presenting their written qualifications and skills. But to find the best fit, search committees should pay close attention to three key steps in the process in order to probe for authenticity:

1. Evaluation of the job application: Because many job applicants now use AI, it is important to scrutinize resumes and cover letters to look for legitimate skills and real passion.
   • Review resumes and cover letters closely to look for authenticity. Keeping in mind that candidates are using AI to align their materials with your job description, it is important to discern whether skills listed are based on actual experience.
   • Since passion for your mission is important, look for authentic motivation that can be described in a cover letter.
   • It can be helpful to require candidates to answer application questions specifically designed to elicit responses that cannot be answered by AI (ex., in fundraising the number and size of major gifts closed.)
2. Interviews that reveal the genuine candidate: There are several strategies you can use to ensure that the candidate is the real deal.
   • Ask situational questions that require real-time thinking. Use actual challenges facing your organization as context to find out how your candidate would respond.
   • Ask for personal anecdotes or stories to illustrate their skills. Use your time with candidates to assess their interest in the position and to better understand how their past work experience has prepared them for this job.
   • Schedule in-person interviews for your top candidates. Then you can see their natural ability to respond and connect with others who are part of the organization.
3. Reference checks: When speaking with references, be sure to ask open-ended questions while also addressing specific questions that are pertinent to the role. This can be an opportunity to verify the accomplishments touted by a candidate’s resume.

Artificial Intelligence makes it easier for more candidates to apply, which means more resumes and more complexity for hiring managers. Partnering with a search firm like The Moran Company can provide a good filter, helping nonprofits look beyond resumes and past AI enhancements to recognize true talent. Read more in our previous blog articles: A Good Filter and Beyond the Resume.

The Moran Company is a national executive search firm that works exclusively with nonprofits. We guide mission-driven clients through every step of the search process. Simply request a free 30-minute consultation to learn how we can help your organization find the right leader.

By Mike English, M.P.P.
VP for Search Strategies & Senior Search Consultant
The Moran Company
“We Find Great Nonprofit Leaders”