Related Posts
What’s the best social media hack campaign ?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
Sign Up to see all discussions
- Discover what it’s like to work at companies from real professionals
- Get candid advice from people in your field in a safe space
- Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
Subject Expert
I do believe that candidates SHOULD be using AI to help draft, review and refine their resumes. However, you are spot on in that so many resumes today look the same.
Providing feedback to candidates on this matter is both valuable and even essential in my view. We're in a position to provide feedback so we should - caveat: if we have the time. Not all TA teams have capacity and I do recognize that.
Sadly, what we're seeing is the result of the job application and candidate experience degrading over the past twenty years. Candidates are doing this because they think they have to and they think they have to due to mis-information from TA "influencers"
I agree, it’s out of control. Sad but in many instances, the candidate is fighting AI with AI and it’s usually the company that wins. People are doing anything they can to get their foot in the door - I totally understand. Between AI and the new application automation tools, this has become the norm. They’re fighting tech with tech. We tell them to quantify their experience to prove value, show their wins and metrics, don’t use flashy templates and layouts - and now we’ve found something else to complain about. Now it’s mass amounts of virtually identical applicants. Recruitment has gotten crazy.
I am a recruiter that is looking for work, this is what I see, and my thoughts this is the company's fault, as a quote goes " Remember you wanted this" companies bring AI into recruiting fine wonderful,
1-let's start treating people like machines.
2- let's make a Job description a laundry wish list and everything we could possibly want in a candidates
3- Let's string out the hiring process with 5-6 interviews, work examples, and delay or ghosting candidates for entry to mid level roles.
Candidates wised up you want the perfect candidate; AI write me a perfect resume for this job! Now you have a sea of resumes all saying the same thing but 90% are not qualified meanwhile the 10-15% that are never get seen only rejection letters.
The great candidates that are out there are not waiting around, by the time you get to them or finally pull the trigger to hire they are gone
Congratulations!
My take and it's just me candidates should start calling out companies that ghost them or try to run them through all kinds of hoops to be hired.
I just encountered one myself after being ghosted for 3 weeks only to get a bland rejection email I called out the hiring manager. On the process, I received a call from her apologizing as to the delay in getting back to me and the disconnect. She stated that I was a strong candidate and they would like to consider me for future openings (whatever that means). I thanked her and said please don't after this experience as a candidate I can only imagine how I would be treated as an employee, so I would not want to work for your organization.
Mentor
I agree with your assessment and do put the blame here on hiring companies but also the recruiting tech product providers who continually bring forward "solutions" that dehumanize the recruiting process.
But there's one more layer here. These problems are not new in any way, this is just a new expression of historic problems in recruiting fueled by new technology.
So, here's my challenge to the recruiting community:
Don't just complain about this when it impacts you directly. I've seen so many posts over the past three years with laid off recruiters complaining about candidate experience and committing to never do to candidates what is currently being done to them. I highly doubt most will follow through on that once they settle into a new role because complacency kills compassion every time.
And remember, when candidates start calling out companies, that will include calling out recruiters. Are you sure you've never made a mistake in the past and will never make a mistake in the future? Be careful what you wish for because you may just end up on the receiving end of your own advice.
Good points, but the problems go far beyond the “goldilocks” use of AI.
Subject Expert
Could you expand on this comment?
I'd love your thoughts on the broader problems on both sides of the job application.