Last week, we discussed how more companies used AI to screen resumes and analyze job candidates’ performance in the initial interviews. We called for companies’ attention to the potential AI biases in hiring. This week, we will visit what job candidates can do to help AI pick us and recommend us for hiring.
A. Writing a Resume Tailored to AI Screening
First and foremost, job candidates must thoroughly research the job and the company to understand its job descriptions and organizational culture. From there, they can:
- Write the resume in Word and submit it as a Word document instead of a PDF file.
- Select a straightforward format and avoid using graphics, charts, or complex layouts that could confuse AI.
- Use headings effectively to help AI pick up the content it seeks, such as “Relevant Job Experience” and “Education.”
- Strategically pick the relevant keywords that match the job descriptions as the job candidates describe what they perform(ed) at work.
- Highlight their achievements at work with quantifiable results, such as “increased same-store sales by 80%.”
- Avoid abbreviations because AI might not understand what we mean to say.
- Proofread the resume.
- If space allows, write a summary to describe how your skills fit the job and how you fit in the company culture.
Some small businesses might still rely on real hiring managers instead of AI to screen candidates. Suggestions 3 – 7 in Section A will work well for jobs in small companies too. Suggestion 8 in Section A can also be used in the cover letter or email.
B. Polishing One's LinkedIn and Social Media Profiles for AI Screening
Companies checking candidates’ LinkedIn and social media profiles during hiring is not new. Research also suggests that having a complete and error-free LinkedIn profile can strengthen HR managers’ hiring decisions. AI will make it even easier to pull all the relevant information about a job candidate from the entire “digital universe.” Accordingly, job seekers must
- Ensure all information on their LinkedIn profile is up to date.
- Suggestions 4 – 6 in Section A will also work on a candidate’s LinkedIn profile.
- Be extremely careful of what they share on various social media websites.
C. Preparing Interviews with AI
When companies use AI to analyze job candidates’ interview performance, it composes a score based on various factors such as word choices, intonation, facial expressions, body language, etc. It could be overwhelming for candidates to pay attention to every data point AI will use in its analysis. Overall, candidates should:
- Practice, practice, and practice! Candidates should practice common interview questions and take advantage of the opportunity to upload their recorded answers more than once. This practice will help them feel fully prepared and in control of their performance.
- Similar to suggestion #4 in Section A, strategically include the keywords from the job descriptions in their answers.
- Similar to suggestion #5 in Section A, focus on the qualifiable results to describe the candidates’ job experience.
- Be relevant and concise; Only highlight the experience closely related to the position.
- Use selected “language” and the industry terminology specific to the job to showcase their domain knowledge.
- Speak clearly with a peaceful and calm tone.
- Set a good angle for the camera. Letting the camera see some body language is an excellent idea (e.g., that from the upper body).
- Speak to the camera and maintain good “eye contact” with the camera.
- Practice positive body language with non-verbal cues, such as avoiding moving hands excessively when talking.
Suggestions 1 - 9 in Section C will also work on in-person or synchronous virtual interviews. Usually, AI might not ask the job candidates if they have any questions for the company. Still, they should prepare one or two open-ended questions relevant to the job or the company. One rule of thumb is that questions that can be answered with a quick Google search are not good enough.
D. Can Hiring Managers Pick the Real “Right” Candidates Still?
Some tech-savvy job candidates are well-prepared for AI screening in the hiring process. I have watched short videos that teach job candidates how to use AI-generated answers to respond to the questions raised by hiring managers. This raises an interesting question - can AI and hiring managers still pick the real “right” candidates for the job? Let’s hold on to it and continue our discussion next week.
Are you more excited or nervous about seeing more companies using AI in screening candidates? What suggestions will you give job candidates to help them stand out in AI screening?
Note: This image was created by Copilot AI.
After reading Mr. Kwok’s article, I find it fascinating how candidates can convince artificial intelligence that they are the best fit for a job simply by presenting compelling data. This approach is completely understandable, as many companies choose to rely on AI when they are hiring new employees. AI primarily evaluates quantitative data, focusing on metrics and algorithms, which means it often overlooks critical elements such as a candidate's personality and interpersonal skills. While this data-driven approach can enhance efficiency, it raises questions about the completeness of AI assessments. As We see many people use AI on many different occasions including the hiring process, should candidates have the right to decide what data and personal attributes they would like to share? - Michelle Hopkins Oct. 21, 2024
ReplyDeleteThis article emphasize the importance of tailoring essays and cover letters based on AI hiring systems using words that tailor to job descriptions. How it should highlight strategies that demonstrate value and how it should fill the role of authenticity and storytelling to ensure that you stand out while maintaining combability within the AI algorithm .More than ever its important to show effective communication and storytelling as you want to increase your chances of candidacy to ensure your progress through to automation and how this is fitting into the narrative how the job market is driven through competition and technology. AI is starting to become a stepping stone for many huge companies as it increases efficiency with automation as world becomes centered around technology.
ReplyDeleteMarco Mena
Nov.20,2024
AI is changing how companies hire, and I feel both excited and nervous about it. It’s cool that it can make the process faster, but it’s also stressful knowing small things like wording or body language can impact your chances. To stand out, I’d suggest focusing on using keywords from the job description in your resume and interviews. Keep your LinkedIn profile updated to match your resume since both hiring managers and AI check it. Practicing interviews with AI tools can help you feel more prepared. It’s really about being confident, clear, and showing why you’re a good fit for the job.
ReplyDeleteHaving Ai be one of the leading forces in the process of hiring is nerve wracking. It makes it so little of the hire's personality and work ethic make it through to the actual employer. However, with how many people applying for one job it is necessary to cut down the time needed to hire someone. One suggestion for candidates to stand out is keeping the details concise in their resume, but always willing to show their experience and elevate themselves to use keywords. These keywords can be the turning point to getting noticed, then fully showing why you are capable in the field. Be confident in yourself and nothing can defeat you.
ReplyDeleteThis article was very intriguing since AI is becoming a big part of our world and is something that is going to stick to us and will play a big role in the future. I think it is very important to know how to stand out in AI screening because it will come handy in the near future. Mr. Kwok added tons of valuable information to the article because the suggestions apply for both cases, human and AI screenings. Additionally, it is good to know that companies check candidates’ social media, it is good to keep in mind that social media can damage one's image and affect their hiring process.
ReplyDeleteI feel both excited and cautious about the increasing use of AI in the hiring process. On one hand, AI has the potential to streamline recruitment and enhance the efficiency of identifying suitable candidates. On the other hand, if not carefully monitored, it risks perpetuating existing biases. To help job candidates distinguish themselves, I recommend tailoring resumes and LinkedIn profiles to include relevant keywords and quantifiable achievements. Additionally, candidates should practice for AI-based interviews by focusing on clarity, body language, and incorporating industry-specific terminology. Ultimately, it's essential for candidates to remain authentic; while AI can detect patterns, the personal touch and genuine fit for a company are still paramount.
ReplyDeleteThe rise of AI in hiring can be both exciting and nerve-wracking for job candidates. On the one hand, AI makes the process faster, but on the other hand, it means candidates need to adapt. To stand out, candidates should write clear, simple resumes that include the right keywords from the job description. It’s also important to keep LinkedIn and social media profiles professional and up-to-date, as AI looks at these too. For interviews, candidates should practice their answers, use industry terms, and show good body language. The key is to be prepared, stay authentic, and focus on what makes you a good fit for the job.
ReplyDeleteThe article Linchi Kwok discusses strategies for optimizing resumes and interviews for AI-based hiring systems while addressing concerns about cheating and biases. This outlines ethical and practical ways to enhance one’s appeal to AI, such as using relevant keywords from job descriptions and ensuring authenticity in application materials. It also warns against unethical practices like inserting invisible text or using AI-generated responses during interviews. Some challenges may include, candidates exploiting AI systems by inserting job keywords invisibly, manipulating appearances, or using AI for live responses, the potential of AI to perpetuate existing biases in hiring processes and whether AI can reliably differentiate genuine qualifications from artificially enhanced ones. So some solutions can include, detection Tools: Use AI with capabilities to identify plagiarism or invisible text in resumes.
ReplyDeleteBehavioral Assessments: Focus interviews on personal experiences and real-life examples.
Hybrid Approaches: Combine AI tools with traditional methods like in-person assessments and thorough background checks and training for HR: Equip HR professionals with skills to integrate AI insights with human judgment.
Dr. Kwok’s analysis of AI-based hiring systems raises critical points about balancing optimization and ethics. I find the emphasis on tailoring resumes with relevant keywords while maintaining authenticity both practical and essential. The challenges of exploiting AI, such as inserting invisible text or relying on AI-generated responses, highlight the need for ethical boundaries in applications. Solutions like detection tools, behavioral assessments, and hybrid approaches seem promising for ensuring fairness and reliability. Training HR professionals to integrate AI insights with human judgment is especially crucial, as it creates a more balanced, effective recruitment process that values both technology and humanity.
DeleteWhen it comes to AI, I definitely feel more nervous about seeing companies use AI in screening candidates. I strongly believe personality has a lot to do with healthy work environments. Skills are very important of course but sometimes people’s personality and ambitions don’t match the workplace and although they meet the standards, the socializing of coworkers can be turned into an uncomfortable environment for both parties. Some advice I would give to candidates is to make sure to use key words that the AI can pick up on. Another advantage would be to keep your LinkedIn updated constantly to show that you keep up with your professional information. Most of the work is in repetition of doing practice interviews for AI. Some examples of practicing could be staying relevant and concise. I would also advise that candidates practice eye contact with a camera, so that you come off certain and confident.
ReplyDeleteI think there’s a mix of excitement and nervousness when it comes to AI-driven hiring processes. On the one hand, AI can streamline recruitment and potentially reduce bias, giving all candidates a fairer shot. On the other hand, there’s concern that AI may inadvertently miss out on the right candidates, focusing too much on keywords and algorithms, rather than evaluating soft skills and cultural fit. For job candidates to stand out in AI screening, I’d suggest they tailor their resumes with clear, relevant keywords that match the job description while maintaining authenticity. It's also important to highlight unique experiences and skills in a cover letter or personal statement, as this can help human recruiters better understand a candidate's potential beyond the AI's initial screening.
ReplyDeleteAaron Roh November 30, 2024
Your perspective on AI-driven hiring processes is insightful and thought-provoking. As someone preparing to enter the workforce, I appreciate the potential of AI to create fairer opportunities by reducing bias. However, your point about AI potentially missing out on soft skills and cultural fit is crucial, as these often define a candidate's unique value. Tailoring resumes with relevant keywords is practical advice, and highlighting personal experiences in a cover letter feels like a vital step to complement AI's limitations. Balancing technical precision with authenticity seems key, ensuring we present ourselves effectively to both AI systems and human recruiters. - Nilanka Dec. 1, 2024
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