In Sweden, the Hällbyanstalten prison, located near Eskilstuna, is adapting to the high demand and fierce competition for jobs by removing the necessity of personal letters in job applications. Instead, they are focusing on selection questions to make the process of identifying suitable candidates quicker and more efficient. Peter Fyrby, the prison's director, believes that using selection questions simplifies the recruitment process, helping employers find the right candidates more swiftly.

The trend of discarding personal letters isn't limited to just Hällbyanstalten; it is echoed by many employers across the country. The rise of artificial intelligence in job applications has made it increasingly difficult for recruiters to determine the authenticity of personal letters, as candidates may use AI tools to compose them. Job coach Niclas Åberg in Eskilstuna confirms this shift, noting that it has become very common for job seekers to employ AI services to enhance their applications.

While there is a growing reliance on AI in job applications, Åberg does not view the use of such technology as a negative practice. In fact, he himself utilizes AI tools extensively to assist job seekers in crafting compelling applications. As the hiring process evolves in response to technology and competition, the elimination of personal letters raises important questions about authenticity and the changing nature of job searching in the digital age.