How can job-seekers navigate AI recruitment software that may work “against them”?

AI will revolutionize and improve efficiency in all aspects of business. When hiring is a personal and human affair that has been done for centuries, is AI a help to job seekers or a hindrance?

AI-powered software that helps employers find, screen, and review applicants is a boon for many businesses, as 40% of employers expect an increase in hiring by 2025.

The question is: Do AI recruitment tools benefit applicants? AI filters in ATS can reject any resume that does not fit into the template or contain the correct number of keywords.

The AI ball doesn’t just belong to employers. Job seekers now have their own AI resources that they can use to combat the filters and biases working against them.

What role can AI play in recruitment? How can job seekers leverage technology for success, and what other strategies may they utilize in the effort? Find out.

AI Recruitment Systems: How They Work

Think of modern ATS as organizers for candidates, storing all information about prospects in one place. Around 98% of Fortune 500 firms use ATS.

AI-integrated ATS platforms can track and manage candidates and optimize and accelerate hiring.

Initially, many AI ATS start the candidate application with a series of ‘knockout’ questions. Are you satisfied with working full-time, for example? These questions can help screen candidates even before their resumes are thoroughly reviewed.

After candidates have passed this stage, the AI ATS scans them for keywords and other information. Filtering criteria, such as a minimum of five years of experience in the field, are also applied. The AI ATS can then rank resumes and present HR managers only with candidates who scored over a specific number, such as 80/100. Each business can customize the AI-powered ATS to fit the particular hiring roles.

The fact that AI-powered ATSs aren’t being trained on diverse datasets is a significant concern.

To ensure fair and ethical hiring practices, companies should use diverse and representative datasets when training their AI recruiting software and compare the hiring results against diversity targets. If done correctly, this can reduce bias and prejudice. 48% of HR managers are concerned about this. The callback rates for women applicants, which are currently 30% compared with male candidates, could also be increased.

Optimizing your resume for AI screening

Candidates may find integrating AI into the recruitment process, which makes job applications more complex and difficult. Job seekers can also use AI.

Candidates who do not send personalized resumes for each job are unlikely to bypass the ATS, as they will likely fail to include all the information the AI ATS system is looking for. Updates to each resume are time-consuming, and many job-seekers struggle to find time to do this.

The right keywords must be included in the correct density on resumes to “bypass the AI algorithms” within the ATS system. AI-powered systems for resume optimization can help you place keywords and industry-specific terms strategically. This will make your resume and cover letters unique and optimized, and increase the chances of being accepted by the system.

These platforms score resumes and give feedback on how to improve them. AI ATS algorithms, for example, look for strong verbs. Instead of saying: ‘I managed a marketing campaign and ensured the team completed its tasks on time’, an improved example would be: “I directed and oversaw a five-person team for timely project completion”.

Candidates should ensure their resumes conform with ATS templates when creating their applications.. AI filters can miss important information if the layout is not conformist. This could lead to even the best qualified candidates being filtered out.

Beyond the Algorithm

Candidates can use other techniques and strategies to improve their chances of being successful.

LinkedIn should be the candidate’s preferred social media platform, at least during their job search. Many HR managers search for candidates and review their LinkedIn profiles during the hiring process. Candidates can post industry news and their opinions on reports and studies, as well as engage in discussions with other professionals. 72% of recruiters also use the site to hire and find new candidates.

It is therefore important that a job-seeker’s LinkedIn profile be up-to-date, just like their resume. Candidate profiles should be complete, listing all relevant work experience. Use active verbs when describing roles, duties, and achievements.

It is important to have current or former colleagues and managers endorse your skills. This will help you back up the claims that are made on your resume.

Job seekers can build their professional network by adding a LinkedIn profile.

Relationships can bypass AI gatekeepers. You can expand your industry network by attending conferences, trade shows, seminars, workshops and industry events, whether they are in person or online. Meeting new people brings the opportunity to learn about new job openings before they’ve hit the market, gain insider knowledge, and discover newly established companies–potentially looking for candidates.

A strong reference from a job can be more powerful than any AI-powered system. A study found that almost 40% of job seekers have secured their current position through networking. This shows the importance of this method in job search. It’s obvious that in hiring, who you know is as important as what knowledge you have.

Job seekers don’t have to see AI as the big, bad wolf in recruitment. By prioritizing network and combining this with leveraging AI tools to optimize their LinkedIn profile, resume, and cover letters, candidates can beat the AI ATS and achieve career success.

Conclusion

AI is rapidly reshaping the hiring landscape, offering both challenges and opportunities for job seekers. whether you’re looking for healthcare job opportunities or a job in the construction field. While AI-driven recruitment systems may appear impersonal and prone to filtering out qualified candidates, they also present a unique chance for applicants to be more strategic and tech-savvy in their approach. By understanding how ATS platforms work, optimizing resumes with the right keywords and structure, and making the most of AI-powered tools, candidates can significantly improve their chances of success.

However, technology alone isn’t the entire solution. Human connections still play a vital role in career advancement. Networking, leveraging LinkedIn effectively, and building relationships within the industry remain powerful strategies to bypass digital gatekeepers.