When is using AI considered cheating?
According to a recent Tech Council of Australia report, Australians are rapidly adopting AI, with over 84% of knowledge workers already using AI at work.
AI applications such as CoPilot for Microsoft 365, ChatGPT and Gemini are among some of the top AI products used by Australian knowledge workers (aka those who typically work at a desk).
Professionals using AI at work report that it helps them save time (90%), focus on their most important work (85%), become more creative (84%) and enjoy their work more (83%).
With so many productivity gains, it’s little surprise that AI is becoming increasingly integral in workplaces nationwide.
However, does this acceptance extend to the job market?
If you’re a jobseeker, you might have considered using AI to build a cover letter, practice for interviews or respond to employer questions. But herein lies the dilemma for candidates – is using AI considered cheating?
Join us as we explore whether AI is a friend or a foe in the current job market. We’ll unpack the benefits, the drawbacks, the employer perspectives, and the future outlook of job searches in the age of AI.
Related: How is AI changing the workplace?
In the realm of job seeking, technological assistance is not a new concept. Realistically, tools like grammar checkers and resume builders have been used by candidates for years to expedite the application process.
Just as businesses have come to embrace new technologies to maximise time and money, jobseekers are increasingly utilising AI applications to enhance their applications (and their chances at career success).
Navigating the AI landscape is uncharted territory and many jobseekers have been left wondering if using AI is considered cheating. Or, is it a strategic way to leverage the available resources that many workplaces are harnessing themselves?
Josh Burke, Senior Division Director at Robert Half and specialised tech recruiter, says it’s never been more important for candidates to understand the ethical parameters around AI. “It’s very apparent that jobseekers are unsure about the boundaries between legitimate assistance and cheating in the hiring process,” says Josh.
“It’s no surprise that AI technology is transforming the way jobseekers approach their search. As AI continues to develop, candidates need to understand what constitutes responsible use and what is unacceptable. In my opinion, it’s a great tool for streamlining your job search – as soon as it replaces your input, originality, or honesty, it becomes a likely case of cheating,” Josh warns.
A recent independent survey commissioned by Robert Half surveyed 300 business leaders, including 100 CFOs, 100 CIOs, and 100 general hiring managers. The research highlighted that generative AI is shaping Australian hiring trends as jobseekers and employers use this emerging technology more frequently*.
The report also underscored the mixed opinions and grey areas that exist around AI usage in the job search process.
On average, across five examples of job application materials, 53% of employers are somewhat or completely accepting of generative AI being used by jobseekers. Meanwhile, 28% of employers think using generative AI to craft job application materials is somewhat or completely unacceptable.
Let’s explore some specific scenarios below, along with respective employer opinions.
The verdict: NO
55% of employers think using generative AI is somewhat or completely acceptable to generate a resume.
54% of employers think using generative AI is somewhat or completely acceptable to generate a cover letter.
26% of employers think using generative AI is somewhat or completely not acceptable to generate a resume (an additional 19% have no opinion).
28% of employers think using generative AI is somewhat or completely not acceptable to generate a cover letter (an additional 19% have no opinion).
What employers say: “Using generative AI tools to complete simple tasks like resume and cover letter formatting is a good place to start for many. The workforce will increasingly be tasked with understanding this technology and how it could assist them in their roles. Jobseekers that demonstrate an understanding of how generative AI in the correct way can assist them in their roles will have an edge over those that don’t.” - David Jones, Senior Managing Director APAC, Robert Half.
The verdict: NO
Generally speaking, the consensus among recruitment professionals is that AI is not considered cheating when used to practice for interviews or assess skills.
What employers say: Robert Half’s recent independent survey cited David Jones, who said:
“While generative AI can streamline aspects of a job search, those who opt to utilise it should consistently regard the generated content only as a starting point. From there, individuals must apply their expertise to customise the content with their unique selling points relevant to the role they're applying for.”
Josh agrees wholeheartedly. He says, “As long as candidates are using AI to genuinely improve their abilities, then it’s not considered unethical. In my experience, this technology helps to refine performance through practice, simulation and feedback.”
“Realistically, it is similar to practising with a coach or a mentor. Recruitment professionals generally have no problem with it, especially if you are an authentic candidate who is not overly reliant on AI,” says Josh.
The verdict: Potentially YES
The resounding opinion of recruitment professionals is that the use of AI during an interview is considered cheating.
What employers say: Josh says, “I have had people ask me, ‘Is using AI considered cheating in an interview?’ My answer is always, ‘yes’. The provision of real-time assistance gives the candidate an unfair advantage – especially if it has not been disclosed to the interviewer.”
“This use of AI undermines the integrity of the interview. Ultimately, an interview aims to assess your abilities, communication skills, and general fit for the role. I believe that any candidate choosing to use AI in an interview would risk misrepresenting their skills, which would likely be uncovered later in the job,” says Josh.
Of course, there are certain stages of an interview when AI is considered acceptable. These include:
Before the interview – To practice, enhance responses and build confidence.
After the interview – To review the interview and identify improvement areas.
Unsure about the situations that could constitute cheating? It’s important to consider where hiring professionals draw the line between legitimate assistance and deception.
As David Jones emphasised in Robert Half’s recent independent survey:
“Employers are largely onboard with candidates using generative AI to help craft their job application materials as innovation and adaptability become a core business focus. Employers seek employees who do not fear the emergence of new technology as it hints at a forward-thinking mindset and openness to leverage new capabilities.”
When using AI in your job search, tread with caution. Employers want to hear your unique perspectives, not generic ones crafted by an AI tool.
Related: Fit for AI - How to train your staff on how to use AI
The Tech Council of Australia predicts a potential 500% increase in AI jobs between now and 2030. With this kind of growth on the horizon, it’s little surprise that AI is being increasingly integrated into the job search process.
While AI offers multiple advantages, it also has some potential downsides. Here’s a snapshot of the primary pros and cons:
Pros
Time-saving and efficiency – With the ability to quickly generate resumes, cover letters and applications, AI can maximise a job seeker’s time. With more time at their disposal, candidates can place greater focus on finding jobs that are the best fit for them.
Improved quality of application materials – Along with the power to enhance drafting and formatting, AI can tailor your resume to specific job descriptions. By optimising your resume for Applicant Tracking Systems (ATS), you can increase the likelihood that your application will be seen by recruiters or hiring managers.
Enhanced interview preparation – Getting ‘interview ready’ has never been easier with the availability of AI interview simulators and assessment tools. These applications help candidates to practice responses, body language, and communication skills, providing real-time feedback and suggestions for improvement. This can build greater self-awareness, confidence and more targeted interview improvements.
Personalised job recommendations – If you’re looking to streamline your job search, AI has you covered. AI-powered platforms have the ability to analyse your skills, experience and preferences to recommend job openings that match your profile. In addition to filtering relevant opportunities, AI tools can provide important insights about salary ranges and industry trends to help you make informed career choices.
Cons
Dehumanisation and overreliance – Employers are always looking for authenticity and experience (neither of which is AI’s specialty). The overuse of AI can be detrimental for a candidate as it could replace their unique voice and personality – both of which are vital for securing a role. Not only does overreliance lead to generic application materials, but it can also hinder the development of a candidate’s essential skills.
Ethical concerns – The inappropriate use of AI raises ethical concerns around fairness and transparency. Trusting AI to craft your responses, write your cover letters and optimise your resumes could lead to an unfair advantage and the misrepresentation of your skills and experience. Ultimately, any lack of personal input undermines the integrity of the hiring process, making it essential to use AI responsibly and transparently.
Detection and negative consequences – There is a great risk of ramifications without the right balance of AI application and personal effort. AI-generated content’s lack of personalisation makes it a target for detection. So too are the inconsistencies between written applications and real-time interviews. Over-reliance and inappropriate use of AI could raise employer suspicion (this includes AI-assisted plagiarism and claiming AI-generated work as your own). Ultimately, detection could lead to a loss of credibility, reputation damage and reduced employment chances.
Josh warns that as AI develops, so too does employer discernment. He says, “Employers are more suspicious than ever when it comes to how candidates are using AI in the job search process. As a candidate, it’s important to be vigilant about how you use AI – reliance on AI could save you time, but it could backfire during the interview process.”
Josh says some red flags may raise employer suspicion:
Overly polished, generic responses – They might be perfectly structured, but responses lacking depth, originality, or human nuances could raise suspicions.
Non-specific responses – AI-generated answers may offer broad answers but they lack the detailed, personalised input of authentic candidates.
Communication discrepancies – If a candidate submits a polished written application but cannot articulate themselves in an interview, it may signal the use of AI tools.
Inability to answer behavioural or situational questions – These questions demand personal, experiential-based responses, not generic solutions.
Rapid response time in asynchronous interviews – Considered responses take time. The provision of unusually quick (yet well-written) responses could signal AI use.
The evolving landscape of job hunting and the increasing prevalence of AI tools is set to change the face of modern recruitment.
Josh says candidate evaluation is shaping up to become more streamlined and efficient.
“Things like automated resume screening, personalised candidate matching, and AI-powered skills assessments will change the hiring landscape as we know it. Ultimately, these tools will allow recruiters to filter and find tailored talent in the competitive market,” he says.
It's not only recruiters who can leverage AI. Josh says jobseekers can embrace these technologies, so long as they can do so ethically and effectively. “The use of AI in a job search demands balance. Sure, it can remove a lot of the grunt work. However, it’s easy for some people to become reliant on it. By all means, use it for research, preparation, and formatting, but don’t sacrifice your human authenticity in the process,” says Josh.
Related: What will be the future impact of AI technology on the workplace?
In a world increasingly reliant on AI, jobseekers have been left wondering, ‘Is using AI considered cheating?’ While there are specific scenarios where AI application is considered cheating, recruitment professionals are generally comfortable with candidates using the technology – so long as it is used responsibly.
*The study was developed by Robert Half and was conducted online in June 2023 by an independent research company, surveying 300 hiring managers, including 100 CFOs and 100 CIOs, from companies across Australia. This survey is part of the international workplace survey, a questionnaire about job trends, talent management, and trends in the workplace.
What are the ethical considerations for using AI in job searches?
Misrepresentation of skills
Unfair advantage
Bias in AI algorithms
Transparency
Data privacy
Can employers detect if AI was used in a job application?
In 2024, employers are becoming more adept at detecting if AI was used in a job application. Certain red flags can raise their suspicions:
Overly polished, generic responses
Non-specific responses
Communication discrepancies
Inability to answer behavioural or situational questions
Rapid response time in asynchronous interviews
Are there specific instances where AI usage in job searches crosses the line into cheating?
Yes – the use of AI during an interview is considered cheating.
The provision of real-time assistance gives the candidate an unfair advantage – especially if it has not been disclosed to the interviewer.
How are employers adapting to the use of AI in job searches?
Employers are adapting to the use of AI in job searches by integrating AI technologies into their hiring processes and adjusting recruitment practices to keep up with these changes.
Some examples include:
AI-powered Applicant Tracking Systems (ATS)
AI Interview tools (i.e., AI-powered video interview platforms)
Automated candidate matching
AI-based skills testing and assessments
Data driven insights
