BLOGS

In the age of ChatGPT, AI-driven CVs are on the rise — and with them, a new set of challenges for hiring managers. We’ve all seen the trend: candidates turning to artificial intelligence to polish or even generate their CVs. At first glance, it feels like progress — time-saving, efficient, and smart. But for employers and recruiters, it’s also creating a new layer of complexity in figuring out who is genuinely qualified.

You might assume it’s because they were overlooked for promotion, felt their salary was too low, didn’t receive the bonus they expected, or perhaps because they’re not enjoying the workload, fed up with travel, or tired of office politics.

It’s that time of year again when many professionals start thinking about what’s next — not just in terms of career moves, but what they’re really getting from their current package. And while salary always gets the spotlight, benefits can make a huge difference to your take-home value — and your long-term financial wellbeing.

I recently read an article on linkedin discussing the relevance of the APC. When I sat my APC many years ago, I was working at GVA Grimley (now Avison Young). The process then felt like a marathon of paperwork, diary entries, and nerve-shredding prep. GVA gave us two weeks’ study leave — which was very generous — but despite that, I didn’t pass. (But then Building Surveying is THE hardest discipline to pass….!)

It’s a topic that continues to divide opinion: should salaries be displayed on job adverts? In the UK, some firms are moving towards transparency, while many still prefer to keep this information under wraps. But in the USA – where Kingsley also recruits – the landscape has already shifted.

Over the past few weeks, we’ve seen a significant increase in the number of face-to-face interviews taking place across the industry. While video calls and virtual assessments still have their place, there’s a clear shift back towards in-person conversations – and for good reason.