AI might be scanning your resume. Here’s what job hunters should know

Apply for a new job? A human resources representative or a job manager may not be the first to review your CV. Instead, it can be a tool powered by AI.

With a few job offers attracting hundreds or thousands of requests, companies are increasingly using AI to sort the candidates before reaching a human recruiter. According to data from the job resources site Resume genius48% of hiring managers point out using the AI ​​to detect curriculum vitae and applications, and the IA recruitment sector should undergo an annual growth rate composed of 6.1% between 2023 and 2030, according to the Company for human resources management.

While companies have long used candidates monitoring systems (ATS) to analyze CVs for key skills and words, AI has the potential to further automate the CV “reading” process and applications to find appropriate candidates.

But can it make it more difficult to guarantee that a CV is seen by a human? Experts say that AI can benefit recruiters and candidates by allowing the requests to be “seen” in their entirety by algorithm, reducing dependence on the methods of scanning keywords which can penalize candidates to omit specific words of their curriculum vitae.

Go beyond keywords

The practice of including keywords from a job publication in a CV is not new. For example, an applicant can put Python or C ++ coding languages ​​on his CV for software engineering works that require these skills, ideally improving their chances of being recovered by automated systems.

But new AI tools can include the content of a curriculum vitae, which means that they can help to identify candidates, even if their CVs do not mention certain words, said Madeline Laurano, chief analyst at Aptitude Research, a human resources consulting company.

“AI suppliers adopt a skills -based approach,” said Laurano. “They say:” We do not use keywords on a CV. We want to be able to create more than a holistic image and a complete vision of the individual, so we deduce skills. “”

The system can then provide job managers with a list of candidates concerned and classify them, which, according to Laurano, benefits both hiring and recruiters by helping them save time.

The idea that automated tools simply throw CVs is a false idea, said Nathan Soto, a career expert at REPUME GENIUS, told CNN. Soto added that “most HR representatives or job managers say they are still looking at CVs”. But hiring managers often need help because they are flooded with applications, some of which can be generated by AI.

“They have no choice but to use AI to sort this kind of thing,” said Soto. “The number of requests they obtain has increased.”

However, it is important to remember the bases: make sure that the skills described on your curriculum vitae correspond to the publication of employment and avoid complex visuals such as graphics, columns or unusual fonts.

“Unfortunately, the more boring it seems to be for the human eye, that’s what ATS wants,” said Soto.

AI recruitment agents arrive

Beyond the use of AI to read CVs, recruitment companies use technology to simplify the hiring process.

Last year, provider of human resources software Working day The IA hiring tool developer has acquired HiredScore and has indeed published an intelligent supply tool that can find candidates and write awareness messages.

Linkedin pushed this idea a little further in October when he introduced an AI agent to manage banal HR tasks such as screening applications. Hiring managers tell the agent, called Hiring assistant, The type of candidate they are looking for, and AI AI of LinkedIn provides a list of the main contenders from candidates or network profiles. A recruiter can even point the assistant to a current employee and ask him to find similar candidates.

The tool can also chat with candidates during hours of leave, although the human recruiter can enter the cat if necessary.

“One of the real challenges of being a recruiter today is that a large part of the employment must be noted in the evenings and (at) at night,” Harivasan, vice-president of the product at Linkedin, told CNN.

The candidate will always know when he discusses with a bot, said Srinivasan.

But they are not only recruiters; Linkedin also hopes to facilitate the process for job seekers. LinkedIn works on a tool that would allow job hunters to enter a description of the desired role rather than looking for a specific job title. According to Srinivasan, an example could include research like: “Find me a job where I can work on a mission to go to space”, and the system would display relevant results.

The company is currently testing this tool with LinkedIn Premium subscribers.

“All of a sudden, the amount of opportunities you started to open,” he said.

Another AI feature, Job matchtells job seekers If their experience aligns with a certain role, which, according to Srinivasan, can help them find the most relevant positions rather than mass application to publications.

A LinkedIn spokesperson said that the job assistant is currently used by a few hundred customers of LinkedIn recruiters and will be deployed more widely this fall.

But as advanced as AI is, it is always subject to bias. Search for Washington UniversityFor example, noted that three large models of large language (LLM) used in more frequent hiring favored CVs submitted by people with names associated with whites than the names associated with black.

AI also sometimes provides false information, called “mind -blowing”, it could therefore potentially misunderstand the curriculum vitae of a candidate and provide incorrect information to a recruiter.

It is also important for candidates to consent to their data being processed by AI, added Laurano.

While AI tools and the hiring assistant can help eliminate the “friction” in the hiring process, finding the right rental will always require a human touch.

“The AI ​​should not make a decision on hiring,” said Laurano. “In the end, a human must make a decision.”