There are about 7. And for many job seekers vying for these openings, the likelihood they'll submit their application to an artificial intelligence-powered hiring system is growing. These algorithms scan applications for specific words and phrases around work history, responsibilities, skills and accomplishments to identify candidates who match well with the job description. These assessments may also aim to predict a candidate's future success by matching their abilities and accomplishments to those held by a company's top performers.
Want your resume to sail to the top of the pile? Make sure you do all these things
Amazon ditched AI recruiting tool that favored men for technical jobs | Amazon | The Guardian
It was inevitable: When companies made it simple to apply for a job online, applications poured in. The system may weight applicants who have worked at certain companies more positively. It may infer how old a skill seems to be from where it appears in a job history. The software systems can be less biased than human screeners because they can be programmed to ignore characteristics like age, sex, race and other protected categories. Greg Moran, chief executive of OutMatch, a system that screens more than 10 million applicants a year for companies including Pepsi, Toyota and Walmart, confirmed that the following actions would help applicants avoid an automated rejection.
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As these tools become more mainstream and affordable, they will become more widely used. But what does that mean for the candidate on the other side of these machine-driven hiring efforts? IT leaders can take steps to make sure their resumes are optimized to use this AI screening to their advantage — and avoid some common mistakes. This is true, both figuratively and literally. Many AI tools also have semantic and synonym capabilities, so they can align similar language between job descriptions and resumes.