HERE'S THE NEXT STEP IN JOB HUNTING & HIRING

HERE'S THE NEXT STEP IN JOB HUNTING & HIRING

HERE'S THE NEXT STEP IN JOB HUNTING & HIRING

AI is here to stay. Let me briefly explain where we are:

TODAY

Applicants (whether through an ad or through a recruiter) are filtered with AI tools comparing their background relevance to the job description. 

As a result, depending on how you format your resume, add a picture, explain you personal history, and relay your dates of employment and graduation, the AI will score and rank each person with all applicants.

On paper, this is pretty helpful to the company reviewer, weeding out hundreds and sometimes thousands of applicants.

What the company sees is a "short list" of applicants. At the same time, there is no reflection in these results on the myriad of subjective habits, talents, or career objectives in these results.

This process generally isolates the Hiring Manager from initial screening, creating a list of potential candidates who very well likely aren't even interested in the company.

HERE IS WHAT THE NEXT STAGE WILL LOOK LIKE:

Not too far into the future, job boards will use AI (or the candidate will do this on their own) and customize the outgoing resume to better match the job description and requirements. 

I'm not saying people are going to lie but we're entering an era where people, possibly unbeknownst to the applicant, will have skills and background exaggerated or expanded beyond their own history.

Relative to the scenario outlined above in the "TODAY" section above, the future "matching" technologies are going to further squish the results to the top, resulting in a bigger mix-mash of candidates who could be even more irrelevant to the position.

As an example, if a seven year experienced Engineer lists knowing the CAD program CATIA on their resume, despite the fact that they used CATIA for a project in college, this skill will be elevated on their resume. Some companies NEED Engineers to have strong skilled with CATIA however the candidate may have soft skills with CATIA or may not desire to use it. 

But using CATIA will be part of the job and after the second interview, one of two things will likely happen, either the candidate bails out realizing how much CAD time the job requires or the Hiring Manager will reject the candidate based on skills.

These scenarios are going to frustrate candidates and Hiring Managers equally. 

Bottom line: AI in hiring, for a large portion of openings, is going to create a lot of wasted effort for the humans.

It's coming.

steve@nehezrec.com