Each month, there is a chance to “pick my brains for free”. Some call it a question-and-answer session. I call it Ask Me Anything. Sometimes, those questions come directly from the community; other times, they’re themes I have seen in conversations with clients. Each September, I have an increase in career coaching and job search clients, so this month’s AMA reflects that. I’m answering how to navigate AI’s impact on job searching.

I’ve been working in the recruitment and career space for over 25 years. I’ve seen the shift in job searching through changing technology. In fact, when I started, I used to fax CVs to clients. However, nothing has been as rapid or disruptive as AI!

Over these two and a half decades, I’ve collected a range of tips. They are consistent approaches which stay solid and useful even when technology changes around us. Right now, for many, it can feel like technology is getting in the way! You may feel that, to counter this, you need to create new and exciting ways to apply for roles. Some even have the attitude, “If you can’t beat them, join them”. However, I’m here to speak to those who feel like this technology is getting in the way.

You don’t need to find new ways of applying; you need to get back to basics. It is easy to think that there are no human fingerprints on AI screening. The reality is that we have all been working against algorithms well before 2022*; the Applicant Tracking Systems of old are now just powered by an algorithm on steroids (aka AI!)

The number one complaint that people have is that they feel they are being ignored. Often, they have a rejection that feels instantaneous; almost impossible for a person to have reviewed it. Now, they are half right that the AI is screening you out. But the reality is that it’s using human-created criteria to reject. Some of this is clear, and has existed for many, many years.  Some of this is baked-in programming that has bias linked to education, gender and more. Today, I can only work on what we can take more control of. And our clue is that what they are using is often in the job application and person specification itself.

Four ways to navigate AI’s impact on job searching

Be clear with how you match the requirements
Often the automatic rejection is based on a minimum criterion that a recruiter or hiring manager sets. That could be things like a minimum amount of work experience or a “Boolean” search that asks for A AND B (such as a job title AND an IT skill). ALL of this should be present within the job specification and person specification as part of the essential skills/experience. Therefore, make sure you make that clear in your application and CV.

Use the language of the job application 

As well as providing specific information (evidenced with facts and figures) that shows your relevance, make sure you use the language of the job specification. Again, these systems look for matches as closely as possible. This is particularly relevant when you are showing transferable skills. You want to make the connection very clear!
However, the need for this goes further than the ATS system. This also makes it so much easier for the human behind the systems to clearly see your suitability for the role. Don’t forget, technology is just the first stage in the process!
Use recruitment consultants

Great recruitment consultants are experts in their sector and build trusted relationships with their clients. The best will always interview you before you become a candidate, and they will work to understand your skills and experience and act as your champion when recommending you to companies. This takes out the guessing game of a lot of online applications. They will often have roles you can’t access yourself through other methods.
Be proactive in your approach

As I have mentioned before, so many jobs aren’t advertised. They are generated through word of mouth, recommendations, and proactive approaches. You are guaranteed to have a human eye see your CV; you have face-to-face discussions and don’t have to worry about getting past a technological gatekeeper. So, keep in touch with your professional network, reach out to companies you want to work with via their HR / Hiring Managers and don’t forget it’s OK to speak to friends and family about your job search needs!

 

Things feel hard right now, and so many job hunters are up against systems that aren’t fit for purpose. But if you only remember one thing today, remember that people recruit people.
So, find the person who can make the difference.

Who needs to see this? Feel free to share!

If you enjoyed this, you may like to read these:
“What’s the point of paying for career advice when I can get it for free from ChatGPT?”
How can I future proof my career against AI?
How to manage the pro AI chatter when you are sceptical?

I’m Clara Wilcox, the coach who helps parents enjoy their careers again. Return to work, career & redundancy coaching for individuals, freelancers, businesses and parents & carer groups. Email hello@thebalancecollective.co.uk or schedule a call to discuss coaching or career wellbeing workshops.

*The launch of OpenAI’s ChatGPT and the general adoption and conversation of Gen AI and LLMs.