My husband's company tracks AI usage. When he told me that, I - as someone who is tech-adjacent but in marketing - absolutely assumed they were tracking it in a bad way. We had just completed a hiring process where we screened out a lot of users whose cover letters came up as x percentage AI-generated, so from my perspective, a company would only be tracking this as a negative measure.
I was totally wrong - they were tracking it because their engineers who were not using it were not as productive! They wanted them to use more AI. I was, and remain, a bit floored. My job is still very insulated from AI. But my partner LOVES it - it's fun for him, and he gets more work done. He likens it to conducting an orchestra instead of playing an instrument, though I don't know how far that metaphor stretches.
Meanwhile, my teenagers are so anti-AI that they are practically boycotting my husband's in-home office. The algorithms that are feeding them are strongly against AI, to the point that one of them refused to watch my husband demonstrate a simple use case he had for scraping the PDFs of our church bulletins to determine which songs our choir had sung in the past three years. I thought it was fascinating. I'm not sure what use case I would have for it, but I haven't found one yet, so I guess I'm safe from being boycotted personally. Maybe. I'm sure they can find another pathway there :-)
Heh. Yes, my teenager is quite anti-ai; although not in a very thorough way. E.g. I don't think he thinks about it much it's just what's in the water.
It's fascinating to think of how you can track AI usage in the negative sense... that would not have occurred to me at first! If I were hiring someone, I'd sure want to know if they were using AI in the application process. But I would be very curious about _how_ they were using AI in the application process!
If they were just using it to draft the personal statement or format their resume then I would not be very interested. But if they were using AI in a sophisticated way to gather job opportunities monitor for openings and match them to their particular skill set build a custom dashboard to track where they need to follow up or customize their outreach using recent social data or some such that was gathered using a plug-in like last 30 days all of those kinds of behaviors would be very positive signs to me. I would want to hire someone who is interested in using the newest tools in creative ways.
That makes sense. This was just screening cover letters to see what percentage of them were AI generated, which honestly never would have occurred to me, but after reading all 99 for our position, I definitely felt a vibe from some that were very generic.
Using AI in the ways you describe seems very different than using them just to write a cover letter - and yes, much more appealing!
My husband's company tracks AI usage. When he told me that, I - as someone who is tech-adjacent but in marketing - absolutely assumed they were tracking it in a bad way. We had just completed a hiring process where we screened out a lot of users whose cover letters came up as x percentage AI-generated, so from my perspective, a company would only be tracking this as a negative measure.
I was totally wrong - they were tracking it because their engineers who were not using it were not as productive! They wanted them to use more AI. I was, and remain, a bit floored. My job is still very insulated from AI. But my partner LOVES it - it's fun for him, and he gets more work done. He likens it to conducting an orchestra instead of playing an instrument, though I don't know how far that metaphor stretches.
Meanwhile, my teenagers are so anti-AI that they are practically boycotting my husband's in-home office. The algorithms that are feeding them are strongly against AI, to the point that one of them refused to watch my husband demonstrate a simple use case he had for scraping the PDFs of our church bulletins to determine which songs our choir had sung in the past three years. I thought it was fascinating. I'm not sure what use case I would have for it, but I haven't found one yet, so I guess I'm safe from being boycotted personally. Maybe. I'm sure they can find another pathway there :-)
Heh. Yes, my teenager is quite anti-ai; although not in a very thorough way. E.g. I don't think he thinks about it much it's just what's in the water.
It's fascinating to think of how you can track AI usage in the negative sense... that would not have occurred to me at first! If I were hiring someone, I'd sure want to know if they were using AI in the application process. But I would be very curious about _how_ they were using AI in the application process!
If they were just using it to draft the personal statement or format their resume then I would not be very interested. But if they were using AI in a sophisticated way to gather job opportunities monitor for openings and match them to their particular skill set build a custom dashboard to track where they need to follow up or customize their outreach using recent social data or some such that was gathered using a plug-in like last 30 days all of those kinds of behaviors would be very positive signs to me. I would want to hire someone who is interested in using the newest tools in creative ways.
That makes sense. This was just screening cover letters to see what percentage of them were AI generated, which honestly never would have occurred to me, but after reading all 99 for our position, I definitely felt a vibe from some that were very generic.
Using AI in the ways you describe seems very different than using them just to write a cover letter - and yes, much more appealing!