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#JobSearch : Your Résumé Might Be Getting Tossed by AI. How to Push Back. A MUst REad!

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Jennifer Maravegias has been applying for dozens of jobs, so she is ready for questions about work experience and salary expectations. A recent question on an online application stumped her, though.

“Check this box if you want to make sure this isn’t scanned by a machine,” the laid-off project manager says she was prompted before submitting her application.

More job seekers in New York City can now request to opt out of letting artificial intelligence vet their résumés and job applications, thanks to a new law governing AI and hiring in the city. Some companies are extending the choice to non-New York applicants, too. But is skipping AI scrutiny a good idea?

Most major employers use some sort of automation to vet job applications, since companies often receive too many résumés coming in to manually review every one. Though efficient, algorithms can exclude qualified candidates or embed unintentional bias in hiring decisions.

New York’s law—the first of its kind in the nation—aims to bring transparency to the role of software in the job-application process. For any job based in New York, employers must disclose when AI is used to “substantially assist” in hiring and offer job applicants the chance to pass on such vettings in those cases.

But letting prospective workers forgo AI résumé reviews doesn’t ensure a human will review those applications instead, employment lawyers and researchers say.

Like Maravegias, many job seekers are unclear what the trade-offs of opting out are, and some are surprised that machines are reading their résumés at all. Months into her job search, Maravegias hadn’t gotten many bites and wondered whether opaque algorithms were hurting her chances. So she opted out, only to get zero response once again.

“I was still unemployed,” she says.

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Continue of article ……

 

Anxiety over AI

Job seekers remain skeptical of AI’s role in the recruitment process. Two-thirds of U.S. adults said they wouldn’t want to apply for a job with an employer that used AI to help make hiring decisions, according to a 2023 Pew survey on AI in the workplace. The view was even more pronounced among women.

Jeff Sepeta, an IT manager in Chicago, works as a contractor who’s often moved from job to job in quick succession. Companies call him in to troubleshoot problems and move on, he says. But he fears that machines reviewing his résumé will judge him negatively if they misinterpret his short tenures, particularly when applying for noncontractor roles.

“At least when I’m dealing with a human I can explain,” he says.

Among Americans surveyed by Pew a year ago, more than 70% opposed allowing AI to make a final hiring decision, while another 41% opposed using AI to review job applications.

New York’s new rule, Local Law 144, requires employers using software to assist with hiring and promotion decisions—from chatbots that conduct interviews to résumé scanners that look for certain keywords—to regularly audit the tools for potential race and gender bias. Employers will also have to publish the results of those audits online.

The risk of not getting seen

Some employers argue that the New York law doesn’t apply to them because AI isn’t replacing the final human decision makers, said Emily Lamm, an attorney at Gibson Dunn. A Cornell University study of nearly 400 employers earlier this year was only able to identify 18 employers that had posted their audit results online, and even fewer that had posted notices informing job seekers about which automated hiring tools were being used and how to opt out.

For years, hiring software has helped employers winnow down what can be hundreds or thousands of applications to a smaller number of candidates who seem, at least on paper, best-suited to the role. Millions of qualified workers get screened out every year by automated tools that reject people for reasons like résumé gaps or failing to use the right combination of keywords, according to a 2021 Harvard study.

Yet opting out of AI vetting can hurt your chances of getting hired, because companies aren’t obligated to review all the applications they get, employment lawyers and researchers say.

“I’d say you’re more or less guaranteed not to be looked at,” said Joseph Fuller, a professor at Harvard Business School who was the lead author on the study.

AI-assisted screening could ultimately help many job seekers, Fuller said, noting that human-led hiring is also subject to concerns about discrimination.

Unless job seekers have a disability that qualifies them for an accommodation under federal or state disability laws, an employer doesn’t have to provide an alternate vetting process, said Niloy Ray, a lawyer who specializes in AI in the workplace at law firm Littler Mendelson.

“This is but a harbinger of things to come,” Ray said. “You may as well start figuring out how to address this.”

On the applicant side, many have already taken steps to navigate AI-driven hiring, paying for services and coaches that aim to help optimize résumés and make them an algorithmic match.

Know the pros and cons

Athena Karp, chief executive of HiredScore, which supplies AI-powered hiring software to employers, said that more than 80% of job seekers agree to the use of AI during the application process when its function is clearly explained.

AI can offer benefits to job seekers, Karp says, such as scanning for other job postings at a company that might match an applicant’s skills even when the person is rejected from the role initially sought.

The majority of HiredScore’s clients are offering applicants outside of New York City the ability to opt out of AI processing of applications, Karp says.

Robert Kerans, an IT manager based in Lake Bluff, Ill., said a recent experience left a sour taste in his mouth. He agreed to AI vetting while applying for a technology-support manager role at

. He was rejected within 45 minutes. The speed of the snub made him question whether the system really worked, Kerans said, because he believed he was well-qualified for the role.

Accenture said that it uses AI to help inform its decision-making but that humans always have the final say on whether a candidate advances in the recruiting process.

Kerans said he’s happy to have a choice, at least, and has since chosen to forgo AI vetting.

“It can fail,” he says. “The reality is that having the human connection is more important.”

WSJ.com Author:  Te-Ping Chen at Te-ping.Chen@wsj.com

WSJ.com | February 20, 2024

#JobSearch : How To Automate Sending Out Thousands Of Job Applications. However, ‘Be Cautious’. Do you Have an AI Generated Resume?

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Employers make job candidates jump through hoops during the hiring process, having applicants meet with 10 interviewers over six months and requiring them to answer annoying open-ended application questions, undergo behavioral assessments and prepare business proposals, only to get ghosted. This process can be exhausting and lead to burnout for job seekers, as it can begin to feel like a full-time job in and of itself. Now, candidates have found a way to lessen the job search fatigue, offloading application-based tasks to artificial intelligence tools.

AI job search tools use algorithms to automate the job hunt process by sending hundreds or thousands of applications simultaneously. These tools typically use machine learning algorithms to match job seekers with relevant job openings based on their skills, experience and other factors.

 

According to a March 2023 iCIMS survey, 39% of hiring professionals revealed that job applicants using AI to write their résumé or cover letter is a “definite deal-breaker.

How Does It Work?

Some job search automation tools, such as Sonara, Massive, LazyApply and SimplifyJobs, are designed to streamline the job search process and automatically apply for jobs that match the candidate’s résumés and preferences. These tools use AI to comb through millions of job listings daily to uncover the most exciting job opportunities and automatically apply on behalf of job seekers.

Other AI-powered job search tools, such as Talentprise, Pyjama Jobs, Jobscan and SkillSyncer, use AI to match job seekers with job listings likely to be a good fit for both sides based on their skills, experience and what they’re looking for in a company or position. These tools compare job seekers’ résumés, cover letters and even LinkedIn profiles against the keywords they select in the job listings. They rate how well job seekers’ résumés match the role and offer suggestions for how to optimize their résumés for each job better.

Search tools, such as Arytic and Autojob, use real-time analytics and skill-based job matching to match job seekers with job openings that fit their skills and experience well.

Résumé optimization platforms, like JobScan and Careerflow, can optimize job seekers’ résumés and cover letters to improve their chances of getting noticed by employers.

 

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Article continued …

Important: Be Cautious

Job seekers must use these tools cautiously and balance their use with other job search strategies, such as networking, building a solid résumé and cover letter, researching potential employers and finding a mentor, career coach or sponsor.

While job search automation tools can save job seekers time and effort, they have yet to prove their effectiveness. Additionally, there is a risk that using these tools could backfire on job hunters. For example, if a job seeker applies to too many jobs at once, they may appear desperate or unfocused to potential employers

Despite companies deploying AI in their hiring and recruitment efforts, talent acquisition professionals view candidates unfavorably for using the fast-growing technology. According to a March 2023 iCIMS survey, 39% of hiring professionals revealed that job applicants using AI to write their résumé or cover letter is a “definite deal-breaker.

 

Forbes.com | November 8, 2023 | Jack Kelly

 

#BestofFSCBlog : #ResumeWriting – Companies Need More Workers. Why Do They Reject Millions of Résumés? Automated-Hiring Systems are Excluding many People. MUst REad!

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Employers today rely on increasing levels of automation to fill vacancies efficiently, deploying software to do everything from sourcing candidates and managing the application process to scheduling interviews and performing background checks. These systems do the job they are supposed to do. They also exclude more than 10 million workers from hiring discussions, according to a new Harvard Business School study released Saturday.

Job prospects get tripped up by everything from brief résumé gaps to ballooning job descriptions from employers that lessen the chance they will measure up. Lead Harvard researcher Joseph Fuller cited examples of hospitals scanning résumés of registered nurses for “computer programming” when what they need is someone who can enter patient data into a computer. Power companies, he said, scan for a customer-service background when hiring people to repair electric transmission lines. Some retail clerks won’t make it past a hiring system if they don’t have “floor-buffing” experience, Mr. Fuller said. This reliance on automation filters big sections of the population out of the workforce and companies lose access to candidates they want to hire, he added.

Harvard’s findings—resulting from a survey of companies and workers conducted by the business school’s Project on Managing the Future of Work and consulting firm Accenture PLC—offer new insight into the current challenges of matching employers with potential employees as the economy reopens following a pandemic-led downturn. That process is proving to be unusually slow and complicated. The number of open U.S. positions surged to a record 10 million in June, the most recent month for which government data is available.

Many company leaders—nearly nine out of 10 executives surveyed by Harvard—said they know the software they use to filter applicants prevents them from seeing good candidates. Firms such as Amazon.com Inc. and International Business Machines Corp. said they are studying these tools as well as other hiring methods to understand why they can’t find the workers they need. Some said the technology can be changed to serve them better, while others are turning to less-automated methods to find the right people.

“The typical recruitment strategies we use weren’t meeting the hiring demand,” says Alex Mooney, senior diversity talent acquisition program manager at Amazon, which has hired 450,000 people in the U.S. since the start of the pandemic.

Managing the tsunami

The reliance on software to help with hiring can be traced back to the late 1990s, when companies first stepped back from paper applications and embraced the idea of filing for jobs online.

The e-applicants were supposed to democratize the search process by giving more people a chance. But they also created a tsunami of applications that overwhelmed companies. The algorithms created to help with this process, known as applicant-tracking systems, filtered tons of prospects down to a select group. Several companies make the talent-sifting software, and one of the biggest providers is Oracle Corp. with its Taleo system. Such systems, Harvard said, are now employed by 99% of Fortune 500 companies and 75% of the 760 U.S. employers Harvard surveyed as part of its study. Oracle declined to comment.

 

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Article continued …

That much automation made it difficult for some applicants to stand out. The software typically ranks candidates according to broad affirmative criteria—such as candidates with a college degree—as well as negative criteria such as candidates who were convicted of a crime. The longer and more complicated the job description, the more people get weeded out by the automated systems. Each additional requirement eliminates candidates potentially equipped to fill a role, according to Harvard’s researchers. Differences between the way a technical skill is described by the military and the corporate world can also mean a veteran with decades of sought-after experience never has a chance, Harvard’s researchers said.

“It’s very challenging translating my expertise in the military to ‘civilian,’” said Rome Ruiz, who formerly was a captain in the U.S. Navy with thousands under his command and is now looking for an executive role in technology after retiring this month. “I don’t know if they understand what I’m saying.”

Another hurdle for workers is that these software systems often eliminate those with a gap in employment if companies believe the currently-employed are more capable of filling a role successfully. A large percentage of U.S. companies surveyed by Harvard—49%—choose to eliminate candidates for roles that traditionally require less than a bachelor’s degree because of an employment gap of six months or longer.

A big résumé gap has long been a handicap for applicants, even before automated hiring became so widespread. What’s different now is that the practice persists at a time when companies are desperate for new hires, and those who were rejected by the automated systems don’t get to hear about these concerns from a hiring manager directly.

Harvard said the use of a résumé-gap scan can eliminate huge swaths of the population such as veterans, working mothers, immigrants, caregivers, military spouses and people who have some college coursework but never finished their degree. Overlooking a candidate based on a résumé gap relies on inferences from a universe of possibility employers can’t truly know, said Mr. Fuller. A problem pregnancy, bout of depression or moves alongside a spouse in the military could take someone out of the workforce, he said, and many résumé gaps are the results of economic factors beyond a worker’s control such as a recession-driven layoff followed by a period of unemployment.

Rethinking hiring

Companies said they are eliminating candidates they want to hire. Of those Harvard surveyed, 90% believed high-skilled prospects were being weeded out because they didn’t meet all of the criteria listed in the job description.

Some are making changes. One company that said it made a point to go after these deleted workers is IBM, which received 3 million applications in 2020. It decided to rethink how it evaluates these people several years ago when it had trouble filling cybersecurity and software development positions. The company eliminated college degree requirements for half its roles in the U.S. and rewrote job descriptions to better capture a role’s true needs. Since then, IBM has seen a 63% increase in underrepresented minority applicants, according to Nickle LaMoreaux, IBM’s chief human resources officer.

“Strategically, our point of view was if you have the skills why should it matter how you got them?” Ms. LaMoreaux said.+

 

Amazon—which announced this week that it is in the market for 40,000 more workers in the U.S.—now hires from special programs created to bring in new types of workers who may have been filtered from its automated systems. That includes veterans and military spouses, parents returning to the workforce and people with a handicap.

The nation’s largest bank, JPMorgan Chase, has also tried to reach more deleted workers. Its tactic: No longer asking job applicants whether they were convicted of a crime. The company focused on developing partnerships with community organizations that supply housing, transportation and job connections to people with a criminal record and decided that only JPMorgan Chase’s global security team needed to know a worker’s history during a background check. Some states and cities now require employers to consider a candidate’s qualifications without the stigma of a conviction or arrest record.

Percentage of respondents who say they target these untapped talent pools when hiring*

People from less advantaged backgrounds  36%

People without degrees/advanced degrees 32%

People with a physical disability 30%

People who left school without traditional qualifications 29%

Immigrants  27%

Young people not in education, employment or training  26%

The long-term unemployed  26%

Veterans 26%

Retirees/post-working age population who could work 25%

People without a history of employment 25%

*Percentages are based only on the employers who indicated that their organizations target at least one group of hidden workers.

Source: ‘Hidden Worker—Worker Survey,’ Accenture and Harvard Business School’s Project on Managing the Future of Work, May-June 2020

“This is a population that did not think there were roles they were eligible for in this firm,” said Monique Baptiste, the bank’s vice president of global philanthropy who works in collaboration with HR.

One technology giant, Microsoft Corp. , now has a new way to find candidates who are on the autism spectrum. Though these workers often bring exceptional attention to detail and problem-solving skills, the company found that elements of its screening and high-stress interview process were unfriendly to such candidates. “The traditional front door—when you interview at Microsoft or any company—many folks weren’t getting through that front door because of résumés or social behaviors on a phone screen,” said Neil Barnett, Microsoft’s director of inclusive hiring and accessibility.

Smaller companies are taking new steps, as well, to get around the reliance on software. Ohio restaurant chain Hot Chicken Takeover, which employs 170 people, doesn’t use any automated screening processes. It relies instead on hiring managers to screen and sort candidates.

“The staffing crisis has demonstrated employers can’t just look the other way,” said founder Joe DeLoss. “They have to develop and support a workforce if you want to have a workforce at all.”

This method costs more, Mr. DeLoss said, but he added that it is manageable because of the company’s size. During the worst part of a talent shortage for restaurant workers earlier this year, staffing levels dipped to about 70% but have since returned to 95%.

Percentage of respondents who think they are being disqualified for positions because of…

Years of experience 36%

Employment gaps in résumé 30%

Academic performance 29%

Professional/vocational credentials 29%

Career progression 26%

Skills 22%

Referral from current or past employee 21%

Working style 20%

Possession of government-issued identification 18%

Background checks 14%

Source: ‘Hidden Worker—Worker Survey,’ Accenture and Harvard Business School’s Project on Managing the Future of Work, May-June 2020

At any given time, 40% to 60% of the company’s staff are people who were previously incarcerated, he says. One is Shaun Higginbotham, who was released from state prison in January 2018 after serving four years and had been unable to find jobs in warehouses and factories. He is now an assistant general manager at Hot Chicken Takeover in Strongsville, Ohio.

“I remember thinking, I’m trying to better myself and do the right thing and nobody’s giving me a break,” said Mr. Higginbotham, who is 40 years old. “I understand why people get out and end up going back.”

‘We do not stack up’

Some workers are changing their tactics, too. Those who are not getting any traction with online job postings are turning to more old-fashioned ways of finding work, such as referrals from friends and family.

Ray Rodriguez was able to get a job with IBM after a professor at Dutchess Community College in Poughkeepsie, N.Y. connected him to one of the managers of IBM’s apprenticeship program. He visited the company’s campus even though he noted that he didn’t have industry experience—something he said other hiring managers mentioned as a strike against him. He was accepted by the apprenticeship program, which offers paid training to qualified candidates without experience, and learned how to be a chip tester.

The job ended a frustrating four-month period of searches for Mr. Rodriguez, who earned an associate degree in electrical technology in 2019. “That’s what I was hoping for,” said Mr. Rodriguez. “For a company to give me a chance.”

Sonam Oberai seized an opening when her husband forwarded her an internal email saying Wayfair Inc., where he worked, was seeking referrals. She had been out of work since 2017, when the senior business systems analyst in human resources technology resigned to take care of a new baby. She started work in July—ending a search that involved roughly 100 applications, she said, all with no response.

“I just couldn’t get my résumé in front of a recruiter no matter how appropriate my résumé was for that position,” she said.

There is no way for workers to know if they were denied a position because of how software systems filter candidates. Still, some are convinced it was a factor. “It’s kind of like you’re racing against everyone applying for the job and an algorithm you don’t understand,” said Verina LeGrand, a U.S. Air Force veteran who had trouble finding a new job after a period when she didn’t work.

Ms. LeGrand was on maternity leave when she was laid off from her pharmaceutical sales job in 2017. She took a break from her job search to care for her children and grieve the death of her husband, a dark period that simply appears on her résumé as two years that she wasn’t employed, she said. In 2019, when she was ready to return, Ms. LeGrand worked with a professional résumé writer. “I got no hits—and I mean absolutely no hits,” said Ms. LeGrand, who is 41. “I can’t even remember the amount of jobs I applied to. I got nothing in return.”

She found work at Fidelity Investments after noticing a banner ad online from reacHire, which develops programs for women re-entering the workforce following a break. She joined the human-resources team and was hired permanently after four months.

“For people like me or other women that have been out of the workforce,” said Ms. LeGrand, who has since been promoted by Fidelity, “we do not stack up against the algorithm.”

WSJ.com | September 4, 2021 | Kathryn Dill

#ResumeWriting : Artificial Intelligence(AI) and Applicant Tracking Systems: How They Impact Your Job Search. Must Read for All!

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In today’s job search climate, you need every advantage to get your resume into the hands of a recruiter or hiring manager. It can be difficult when they spend on average 8-20 seconds looking at a resume. It’s even more difficult when technology is used to weed out resumes before they are even seen by human eyes. Artificial intelligence (AI) is widely used in many different industries, and it’s only expected to continue to be utilized even more. It has particularly become more useful in making a recruiter’s job more efficient.

Artificial intelligence can handle certain tedious tasks automatically when it comes to sorting through resumes, so a recruiter or hiring manager can focus on the human element of developing relationships. Combine this with Applicant Tracking Systems (ATS), which helps recruiters narrow down resumes based on keywords and other criteria, and it’s easy to see what the future may hold for executive job seekers. Here’s what you need to know about these aspects when it comes to writing a professional resume. 

Hiring Professionals Are Using AI and ATS More

The combination of AI and ATS can save hiring managers a significant amount of time during the recruitment process and even onboarding candidates. By the time a resume gets to a hiring manager’s desk for a final review, it has already gone through many virtual checks to ensure the proper criteria was met. The top resume writing services can help you determine which keywords are most appropriate for passing through these initial automated checks. If you don’t have the right number of keywords or phrases, you could just be spinning your wheels during your job search.

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Article continued … 

AI May Even Be Involved in The Interview Room

Once the best executive resume writers help you pass through ATS and lead you to get a job interview, you still may have to go through some AI tests. Some companies even incorporate artificial intelligence during an interview to detect a candidate’s body language, eye movements, facial expressions and more. These are often characteristics that are difficult for humans to detect but are important to do so when determining the honesty and personality of a candidate. 

Don’t Spend Too Much Time Optimizing for AI and ATS

While AI and ATS are critical components to consider in your job search, the top resume writing services will still tell you to not let them consume a lot of your time. The best executive resume writers can help you pass these tests on paper, but you still need to focus on the human element of a job search, including networking and developing relationships. Basically, you should keep AI and ATS in the back of your mind, but don’t let those aspects take up a significant portion of your job search.

It can be easy to become too focused on these technology issues when crafting your executive resume. But don’t let yourself become consumed. Remember that your connections are still the best way to get your foot in the door at your desired company. Keep reaching out and networking as you work your job search plan.

 

FSC Career Blog Author:  Ms. Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog | May 13, 2020