Human contact, whether through professional networks, social connections, or with an acquired reputation is still of significant importance and should not be minimized when describing the recruitment and hiring process. If anything, that’s all that matters. However, another very important path to cover when developing one’s career is the existing and emerging technology-driven path that is meant to streamline and optimize work processes.
Today it ranges from online job board ad positions, to Applicant Tracking Systems (ATS) that parse resumes for HR and recruiters, and now Artificial Intelligence (AI) and machine learning tools, designed to assess candidate employability. How to position yourself profitably for these digital helpers and gatekeepers needs to be a key component of a well-planned career growth strategy. Let’s now take a look at each of these technical features.
Online job boards are not particularly new, in short supply, or complex. They are nothing more than interactive websites that post job descriptions from employers. More recent are job search engines like Indeed and Simply Hired which scour the internet collecting job postings from a variety of sources.
These sites are tempting because they provide a job shop look with multiple positions that you are ready to take while shopping. A common and ineffective way is to spend hours and hours responding to jobs on boards with the only thing that results are recruiters trying to lure you into 100% commission sales jobs with high turnover. Nonetheless, working with job boards is not a waste of time and decent work can be produced. It is recommended to spend about 10% to 20% of your job search time using the boards carefully and discerning what you respond to.
The ATS software allows recruiters to manage an extensive list of applicants and their related criteria such as qualifications, employment history, degrees earned, etc., which are most useful for hiring managers when determining who to contact for interviews. For those of us trying to secure an interview, we should be careful about preparing a keyword-rich resume with terms used contextually that align our skills and knowledge with the responsibilities and outcomes stated in the job description.
Therefore, given the need for an ATS-friendly resume that is both appealing to human readers, the challenge is to create a visually appealing format that won’t confuse the ATS. This can be tricky. If you want a designer resume that looks like the one on a photo collection website, then forget about skipping the ATS submissions. And with so many companies using ATS, the best strategy is probably to pay homage to the many conditions it takes to not be digitally rejected in milliseconds, while adding enough optics, and of course solid content, to keep your resume from looking like another snippet. of white bread. Achieving this level of resume optimization is a necessary goal.
The latest trend, which is expected to multiply in usage and sophistication, involves the impact of AI in hiring decision making. There is a growing perception that relying on candidate skills alone does not consistently produce better employees. A growing thought is to assess personality more with the aim of finding knowledgeable and compatible coworkers. To this end, AI is being used to identify personality traits gleaned from resumes, online profiles, social media presence, video appearances, you name it. Apparently, this is seen as less biased than human observers. We’ll see. (Can’t the algorithm be biased too?)
However, developing a consistent brand and value proposition that incorporates your technical aptitude and your work style/interpersonal characteristics across all platforms may be wise to present to human and technology assessors.
Being prepared for the changes and intrusion of technology into hiring decisions, and with the expansion of career development, has become a must in today’s world of work.