AI in hiring is changing recruitment. To beat the machine, we must optimise our resume, and master AI interviews in order to land the next job.
In today’s fast-changing job market, landing your dream job may no longer depend solely on impressing a human recruiter. Increasingly, the first “person” reviewing your application might be a machine. Artificial Intelligence (AI) is transforming how companies hire new staff, from sorting resumés and scoring interviews. Job seekers must learn how to stand out in this new digital era to get a job! But how does it work?
What is AI in Hiring and Why Does It Matter?
AI tools have become popular and is relatively cost-effective to use, thanks to Generative Artificial Intelligence (Gen AI) and Large Language Model (LLM). There are a multitude of AI tools for various management functions, this includes the very important recruitment and selection functions of human resource management.
Many companies – from tech giants to medium-sized enterprises – in one way or another, are using AI tools to make recruitment faster, cheaper, more efficient, and objective. These tools help HR teams handle thousands of applications using algorithms to screen resumés, analyse pre-recorded video to assess applicants’ skills and personality traits.
How Applicant Tracking Systems (ATS) Work
Some AI tools, such as Applicant Tracking System (ATS), could scan resumés and filter out those who do not match the job specification (JS). Others could record candidates’ responses and analyse facial expressions, voice tone, and word choices. For example, some multinational firms are already using software like HireVue® or Pymetrics to evaluate job applicants. These platforms claim to offer unbiased assessments; however, for the interviewees, it can be a daunting endeavour as they are in effect trying to impress a robot without knowing the rules of the game!
Beating AI Resume Screeners
So, how can job seekers beat the machine and move their application forward? The first step is to understand how AI tools screens resumés. Many ATS can search for keywords in the resumés that match the job description. If your resumé doesn’t contain the right words or is written in a way the AI tools cannot read, you may be rejected instantaneously.
This means it is essential to use keywords from the job advertisement, use simple formatting (no tables, columns, or graphics), and customize your resumés for each application.
Preparing for AI-Powered Video Interviews
For AI-powered video interviews, just like human face-to-face interviews, preparation is of utmost importance. These systems may rate you based on confidence, eye contact, clarity, and even enthusiasm. Yes, you will be surprised! Some tips for the interviewees are: practise speaking in front of a camera and review the recordings. Speak in front of your friends and receive honest feedback from them for improvement. Remember to stay calm and keep answers clear and concise so that the AI tools can pick up the keywords easily. Show natural body language and smile, as these highly sophisticated AI tools are trained to interpret your emotions with some degree of accuracy.
Therefore, be your best self, but stay authentic. After all, AI tools are predominantly just the first screening process, the gatekeeper, if you like. The basic principles of showing interest, confidence, clarity, and passion for the job you are interviewing for are still essential, even to machines.
Challenges of AI in Hiring
Having sung all the praises of AI tools, the reality is they are not perfect. Using AI tools in hiring has both benefits and challenges. On the positive side, it can help reduce human bias. Theoretically, an AI system is not concerned about your name, gender, social status, age, or where you graduated from. This could help level the playing field, especially for candidates from less well-known or disadvantaged backgrounds.
AI and Non-Western Job Seekers
However, there are growing concerns about fairness and transparency in using AI tools. Algorithms can reflect the biases of their creators or unintentionally favor certain language patterns or personality types. It may favour certain speaking styles or penalise people with different accents or expressions. Some job seekers are concerned that they may be rejected not because they lack the required knowledge, skills, and abilities (KSA), but rather because the AI tools do not “understand” them well. For job seekers in non-English speaking countries like Malaysia, this can be even more challenging. Although there are recent powerful AI tools from China, most AI tools were developed in Western countries using the Western contexts.
Hence, many AI tools may misinterpret accents, gestures, or even grammar in the Asian context and culture. In view of this phenomenon, there is a need for more ethical and inclusive AI systems in hiring, especially for multinational companies. Despite these challenges, the use of AI tools in the recruitment and selection process is here to stay.
Job seekers must adapt by learning how AI tools work and prepare in earnest. The tips showcased above can help turn the machine from an obstacle into an advantage.
Why Human Intelligence Still Wins
In a world where machines read your resumé and judge the video interviews, the best way to beat the machine is to stay one step ahead. Even though machines are part of the hiring process, most final decisions are still made by humans like you and me.
Therefore, once you get past the initial AI screening process, your ability to connect with real people will take the centre stage. Bring your best self to the interviews, share your story, how your passion and speak with conviction from the depth of your heart. Never forget you are a human being who possesses unique traits that no machine can ever beat: emotional intelligence that allows you to understand and respond to feelings; creativity and critical thinking to drive innovation and problem-solving that machines cannot replicate. Capitalise on these precious talents, give your best, and lead the way forward!
Associate Professor Dr Fung Chorng Yuan is the Head of School, School of Business at Swinburne University of Technology, Sarawak, while Associate Professor Dr Ellen Chung is an Associate Professor in Human Resource Management in the same School. Both authors are passionate about the use of AI in human resource management functions and have published regularly on this topic in high-impact journals, conferences and media. They can be reached at [email protected] and [email protected].