Last week, we discussed how more companies used AI to screen resumes and analyze job candidates’ performance in the initial interviews. We called for companies’ attention to the potential AI biases in hiring. This week, we will visit what job candidates can do to help AI pick us and recommend us for hiring.
A. Writing a Resume Tailored to AI Screening
First and foremost, job candidates must thoroughly research the job and the company to understand its job descriptions and organizational culture. From there, they can:
- Write the resume in Word and submit it as a Word document instead of a PDF file.
- Select a straightforward format and avoid using graphics, charts, or complex layouts that could confuse AI.
- Use headings effectively to help AI pick up the content it seeks, such as “Relevant Job Experience” and “Education.”
- Strategically pick the relevant keywords that match the job descriptions as the job candidates describe what they perform(ed) at work.
- Highlight their achievements at work with quantifiable results, such as “increased same-store sales by 80%.”
- Avoid abbreviations because AI might not understand what we mean to say.
- Proofread the resume.
- If space allows, write a summary to describe how your skills fit the job and how you fit in the company culture.
Some small businesses might still rely on real hiring managers instead of AI to screen candidates. Suggestions 3 – 7 in Section A will work well for jobs in small companies too. Suggestion 8 in Section A can also be used in the cover letter or email.
B. Polishing One’s LinkedIn and Social Media Profiles for AI Screening
Companies checking candidates’ LinkedIn and social media profiles during hiring is not new. Research also suggests that having a complete and error-free LinkedIn profile can strengthen HR managers’ hiring decisions. AI will make it even easier to pull all the relevant information about a job candidate from the entire “digital universe.” Accordingly, job seekers must
- Ensure all information on their LinkedIn profile is up to date.
- Suggestions 4 – 6 in Section A will also work on a candidate’s LinkedIn profile.
- Be extremely careful of what they share on various social media websites.
C. Preparing Interviews with AI
When companies use AI to analyze job candidates’ interview performance, it composes a score based on various factors such as word choices, intonation, facial expressions, body language, etc. It could be overwhelming for candidates to pay attention to every data point AI will use in its analysis. Overall, candidates should:
- Practice, practice, and practice! Candidates should practice common interview questions and take advantage of the opportunity to upload their recorded answers more than once. This practice will help them feel fully prepared and in control of their performance.
- Similar to suggestion #4 in Section A, strategically include the keywords from the job descriptions in their answers.
- Similar to suggestion #5 in Section A, focus on the qualifiable results to describe the candidates’ job experience.
- Be relevant and concise; Only highlight the experience closely related to the position.
- Use selected “language” and the industry terminology specific to the job to showcase their domain knowledge.
- Speak clearly with a peaceful and calm tone.
- Set a good angle for the camera. Letting the camera see some body language is an excellent idea (e.g., that from the upper body).
- Speak to the camera and maintain good “eye contact” with the camera.
- Practice positive body language with non-verbal cues, such as avoiding moving hands excessively when talking.
Suggestions 1 – 9 in Section C will also work on in-person or synchronous virtual interviews. Usually, AI might not ask the job candidates if they have any questions for the company. Still, they should prepare one or two open-ended questions relevant to the job or the company. One rule of thumb is that questions that can be answered with a quick Google search are not good enough.
D. Can Hiring Managers Pick the Real “Right” Candidates Still?
Some tech-savvy job candidates are well-prepared for AI screening in the hiring process. I have watched short videos that teach job candidates how to use AI-generated answers to respond to the questions raised by hiring managers. This raises an interesting question – can AI and hiring managers still pick the real “right” candidates for the job? Let’s hold on to it and continue our discussion next week.
Are you more excited or nervous about seeing more companies using AI in screening candidates? What suggestions will you give job candidates to help them stand out in AI screening?
This article originally published on www.LinchiKwok.com
