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Conversations about AI's impact on recruiting tend to focus entirely on the employer and recruiter viewpoint. However, it may well be that the most potent force of change for talent acquisition comes from AI-facilitated shifts in jobseeker behaviour.\xa0\n\nEmployers are already seeing a rise in applications they suspect are being driven by AI tools that facilitate bulk applying. The use of LLMs to create or edit resumes is undoubtedly widespread, and we are also seeing examples of AI being used to hack online interviews and assessments. There is still much debate about where these activities fall on the scale, from legitimate assistance to outright fraud.\n\nWhat is very clear, though, is that this is an unstoppable tide that will have severe implications for recruiting processes. What do employers do when they are inundated by applications perfectly tailored to the role that are impossible to assess using current tools and techniques?\n\nMy guest this week is Richard Collins, Co-Founder of CV Wallet. Richard has decades of experience in recruitment marketing and talent acquisition. He has recently been diving deeply into the issues caused by jobseeker use of AI\xa0and how the solutions to the problems might make recruiting better for everyone.\n\nIn the interview, we discuss:\n\nThe current talent marketplace\n\nAI-driven changes in job seeker and applicant behaviour\n\nThe potential impact on the recruiting process\n\nChallenges of dealing with an increasing volume of applications\n\nUnreliable applicant data\n\nPre-qualifying and pre-verifying without creating friction in the process\n\nWill we see a revolution in assessment and selection?\n\nHow do we define what is cheating or fraud?\n\nA shift to assessing soft skills\n\nHow does recruitment marketing need to adapt\n\nA cost-per-qualified application model\n\nProactive versus reactive change\n\nHow much change will there be in 2024\n\nWhat does the future of recruiting look like?\n\n\nFollow this podcast on Apple Podcasts.