If you have used ride sharing apps like Uber or Lyft, talked to Siri or Alexa, or taken a picture of a check to deposit it into your bank account, searched for a job on Indeed, you have interacted with artificial intelligence (AI). AI is being implemented across industries to improve efficiency, service, and effectiveness. Like most of us, recruiters and hiring managers are finding ways to identify and screen talent with increasing efficiency. Machine-learning and artificial intelligence (AI) are being used to streamline the matching process between job seekers and opportunities. Machines are now used to source, review, and rank job applicants.
Are you job searching? Review your documents to be sure that they will be read by applicant tracking systems (ATS). ATS “read” resumes and other documents before a human will ever see your application. What are they looking for? ATS will seek and score key words or phrases, academic qualifications, and skills. Before you upload your resume with an application, make sure that your key qualifications are readable by a ATS. To test this in a pdf document, see if you can highlight individual words in your document. If you can, you are in good shape!
Ultimately, employers want to improve the process of recruiting, finding the right people for the right job. Technology is being used by companies like Verizon, Netflix, Zappos and many others to test applicants’ fit with a particular job. This testing might look like watching short video clips or reading vignettes describing a sample interaction with a customer. The applicant then is asked how they might respond or behave in that situation. In short, technology is trying to predict how you would likely perform on the job.
Many organizations are using video interviewing tools, such as HireVue, to streamline the candidate selection process. Rather than having a live phone call or in-person interview, employers invite you to complete a video interview that you record. The candidate logs in and receives a question prompt, has a few seconds to compose a response and video records her response. The AI built into the system then helps score an applicant’s fit for a particular role based on parameters set by the employer. In addition to the content of a response, a candidate’s vocal tone and facial expression may impact scoring. Like all interviewing, this takes some practice and non-verbal cues, such as smiling, make a difference.
Despite the proliferation of technology in our lives, personal interactions and relationships still remain a large part of the hiring process. Hiring managers want to get to know you and understand how you might fit with their team. AI gives employers a step up in the selection process but you can almost always cut through the line of applicants with a meaningful note of recommendation. My best advice? Optimize your documents and practice your video interviews, but continue to spend most of your time making in-person connections. These relationships are the key to a successful job search.
Looking for more career advice? Join the OCP LinkedIn group: Meredith Office of Career Planning
Are you hiring? Post your job or internship on Handshake for Meredith students and alumnae.