Getting Past the A. I recruiter bots
For most companies, the recruitment period is usually the most difficult among all the tasks they could have for a month or quarterly, and this is why they allot a whole lot of time to it. For every 200 resumes requested, more than 20 times that number is submitted, with some of them being “irrelevant” one way or the other to the job description.
To optimize human resources or expel favoritism during recruitments, many companies use AI software or recruiter bots to “sort” applicants’ resumes.
What A. I “recruiters” do
AI algorithms can review larger volumes of resumes, searching through them, “interviewing” applicants, collecting personal information, and making recommendations to the HR personnel.
Time is crucial essence in production and business. And it is foolhardy to dedicate a chunk of your staff to admission/recruitments when bots can handle the process. It is a no-brainer for the corporation.
The Limitations of A. I in recruitments
However, the use of bots cannot be relied on to make decisions outside of its program. The bots are “trained” to permit certain patterns, words, values, answers so that if an applicant fails them, or substitutes them with something not necessarily different, it becomes a huge problem. For an AI bot, on the basic level, information is always in (1 & 0), no emotional attachments, no non-linear review, or stuff like that.
It would be unbelievable if organizations knew the quality of workers they have missed just because “the bot” didn’t consider their application “conforming” enough. And we have stayed long on earth to know that conforming never.
What A. I recruiting bots mean for applicants
For applicants, it hurts a lot to be deprived of your dream job by a recruiting bot. And this is a reason why every applicant must know how to outwit these recruiting bots. It doesn’t take much; with the right words, purpose, and information organized rightly, even bots give way.
How to beat the recruiting AI/bots
Well, if you will beat AI systems, you should become intentional about writing your resumes. Selecting what/how to write proper resumes and inserting keywords properly are discussed below in the article;
- Spell out the words/Acronyms/Abbreviations correctly
Most companies might become very feisty in ludicrously downsizing the number of applications. And one such way might be to supply data (which the AI looks for) in their real form without giving their shortened form.,
For an A.I; if the words “the United States of America” have been requested, entries like “U.S.A” or “U.S” or “United S” will be rejected.
To beat the AI recruiter, spell out the keywords appropriately. Also, spell out the keywords (skills, title, work history, and co) properly.
Abbreviating or leaving words in their acronyms would leave you at the mercy of the kind of information the AI algorithm has received.
- Everything on your application should be about the job
Remember that the AI algorithm only has a finite amount of keywords (necessary words) in its libraries. Therefore, do not go talking about some irrelevant event or activity that you may have engaged in on your application except where such skills would positively aid the job.
If the job advert advertises for the post of a Production Manager, ensure that your resume has at least 5 mentions of “Product Manager” and related keywords scattered throughout. Also, these keywords should be harmonious throughout your resume. Do not narrate when you worked as a Tour guide in the desert regions, except it further accentuates your capabilities.
Most HR departments use algorithms like the ATS CV app to distinguish resumes from each other depending on the keywords and relevant information.
If your resume is not custom to the job, you should contact a professional resume/CV writer to do this for you.
- Too many designs may ruin the application.
I would have made this rhyme with the familiar saying about “too many cooks…” but I guess the header is clear enough.
When creating your resume, CV, Cover letter, application video, or other necessary documents, use designs sparingly unless you are competing in a graphics contest. Too many designs may make it difficult for the A. I to read through your application.
Furthermore, too many designs make focusing on the words in your resume harder for the human reviewer. Use simple and clear text formats
- Do not “Spam” with your application
Most people present the same applies to the organization, only making little changes to keywords, names, or other things. When the A. I experience such applications, it marks them as spam or a potential threat to the network. It is a reason why it is inappropriate to allow someone to copy your resume or application documents.
Many HR personnels have publicly declared that the first thing they program into these Ai is to discard all applications that may look similar, as they may contain bots to harm the network.
Still, try to stand out
As surprising as it may seem, conforming to all the rules the recruiter has set may leave your application looking as unconvincing and disconnected as possible. And it is because they are interested in the rules for separating defaulters, not necessarily to get the “outstanding” applicants.
When preparing your application, and you have to choose between unnecessarily conforming to rules or being innovative; choose to be innovative.
Try hard from using common words like “common”, “innovation”, “rapid”, “fast”, and co. The HR may have grown “sick” of these words on applications and decide to restrict them.
Use Adverbs and Adjectives; simply, meaningfully, and sparingly.
- Don’t limit your Job Hunting, and be pro-active
Yes, the internet has made all things easy, sometimes far too easier than they will ever be. However, it should not limit or control the methods we apply in our routines. Rather than be trapped in technology, let us use it as a base for expansion.
Applicants should not relegate the place of networks, word of mouth, in-person visits, and discussions, calls (except explicitly prohibited), and other methods of applications. These methods boast a higher success rate than online methods ( you have got a higher chance via in-person than online). Where it is expedient, try to be pro-active in your applications; ask questions about recruitments, drop applications beforehand, network with some staff, and co.
