Skip to main content

How to Convince AI that You Are the Best Candidate for the Job

Last week, we discussed how more companies used AI to screen resumes and analyze job candidates’ performance in the initial interviews. We called for companies’ attention to the potential AI biases in hiring. This week, we will visit what job candidates can do to help AI pick us and recommend us for hiring.

A. Writing a Resume Tailored to AI Screening

First and foremost, job candidates must thoroughly research the job and the company to understand its job descriptions and organizational culture. From there, they can:

  1. Write the resume in Word and submit it as a Word document instead of a PDF file.
  2. Select a straightforward format and avoid using graphics, charts, or complex layouts that could confuse AI.
  3. Use headings effectively to help AI pick up the content it seeks, such as “Relevant Job Experience” and “Education.”
  4. Strategically pick the relevant keywords that match the job descriptions as the job candidates describe what they perform(ed) at work.
  5. Highlight their achievements at work with quantifiable results, such as “increased same-store sales by 80%.”
  6. Avoid abbreviations because AI might not understand what we mean to say.
  7. Proofread the resume.
  8. If space allows, write a summary to describe how your skills fit the job and how you fit in the company culture.

Some small businesses might still rely on real hiring managers instead of AI to screen candidates. Suggestions 3 – 7 in Section A will work well for jobs in small companies too. Suggestion 8 in Section A can also be used in the cover letter or email.

B. Polishing One's LinkedIn and Social Media Profiles for AI Screening

Companies checking candidates’ LinkedIn and social media profiles during hiring is not new. Research also suggests that having a complete and error-free LinkedIn profile can strengthen HR managers’ hiring decisions. AI will make it even easier to pull all the relevant information about a job candidate from the entire “digital universe.” Accordingly, job seekers must

  • Ensure all information on their LinkedIn profile is up to date.
  • Suggestions 4 – 6 in Section A will also work on a candidate’s LinkedIn profile.
  • Be extremely careful of what they share on various social media websites.

C. Preparing Interviews with AI

When companies use AI to analyze job candidates’ interview performance, it composes a score based on various factors such as word choices, intonation, facial expressions, body language, etc. It could be overwhelming for candidates to pay attention to every data point AI will use in its analysis. Overall, candidates should:

  1. Practice, practice, and practice! Candidates should practice common interview questions and take advantage of the opportunity to upload their recorded answers more than once. This practice will help them feel fully prepared and in control of their performance.
  2. Similar to suggestion #4 in Section A, strategically include the keywords from the job descriptions in their answers.
  3. Similar to suggestion #5 in Section A, focus on the qualifiable results to describe the candidates’ job experience.
  4. Be relevant and concise; Only highlight the experience closely related to the position.
  5. Use selected “language” and the industry terminology specific to the job to showcase their domain knowledge.
  6. Speak clearly with a peaceful and calm tone.
  7. Set a good angle for the camera. Letting the camera see some body language is an excellent idea (e.g., that from the upper body).
  8. Speak to the camera and maintain good “eye contact” with the camera.
  9. Practice positive body language with non-verbal cues, such as avoiding moving hands excessively when talking.

Suggestions 1 - 9 in Section C will also work on in-person or synchronous virtual interviews. Usually, AI might not ask the job candidates if they have any questions for the company. Still, they should prepare one or two open-ended questions relevant to the job or the company. One rule of thumb is that questions that can be answered with a quick Google search are not good enough.

D. Can Hiring Managers Pick the Real “Right” Candidates Still?

Some tech-savvy job candidates are well-prepared for AI screening in the hiring process. I have watched short videos that teach job candidates how to use AI-generated answers to respond to the questions raised by hiring managers. This raises an interesting question - can AI and hiring managers still pick the real “right” candidates for the job? Let’s hold on to it and continue our discussion next week.

Are you more excited or nervous about seeing more companies using AI in screening candidates? What suggestions will you give job candidates to help them stand out in AI screening?

Note: This image was created by Copilot AI. 

Comments

Popular posts from this blog

Luxury vs. Millennials and Their Technology: The Ritz-Carlton (By Julia Shorr)

Embodying the finest luxury experience, The Ritz-Carlton Hotel Company, LLC has been established since 1983. In 1998, Marriott International purchased the brand offering it more opportunity for growth while being independently owned and operated. They are known for their enhanced service level as the motto states, “Ladies and Gentlemen serving Ladies and Gentlemen”. The luxury brand now carries 97 hotels and resorts internationally and is attempting to keep the aspects of luxury while keeping up with the trends of the technologically improving generations. The Varying Demographics of the Target Market The Ritz-Carlton’s typical target market includes: business executives, corporate, leisure travelers, typically middle-aged persons and elders, and families from the upper and upper-middle class section of society .   This infers a large range of types of travelers in which all are similar in that they are not opposed to spending extra for the luxurious ambiance. However, with

Is It OK for Hotel Staff to Wear Piercings and Tattoos?

Time has changed. I see more and more college students wearing piercings and tattoos nowadays, but is it OK for hotel staff to wear piercings and tattoos? The answer is “no, no, no.” According a report at USAToday.com, customers across the board do not want to see any hotel workers with pierced eyebrow, pierced tongue, tattooed arm, or nose ring. Some may argue that tattooed and pierced workers may seem more acceptable in edgy boutique hotels as compared to the big franchised hotels, but the survey results did not find any differences among a variety of lodging products. Many respondents believe people who wear visible tattoos and piercings are taking a high risk of their professional lives. If you stay in a hotel, do you mind being served by tattooed and/or pierced staff? What if you are the one who makes the hiring decision? References: USAToday.com: http://tinyurl.com/linchikwok08042010 Picture was downloaded from http://tinyurl.com/linchikwok08042010P

In what ways will AI affect restaurant operations?

A new wave of industrial revolution is here --- AI (artificial intelligence) will change everything we do. Undoubtedly, AI can improve restaurant operations.     Menu Engineering and Quality Control    AI can provide insights into a restaurant’s menu offerings and pricing strategies based on consumer data and market trends. Restaurant owners can adjust the recipes/menu and price accordingly.     AI can help restaurants monitor food temperature, cleanliness, and safety procedures, ensuring they comply with health and safety regulations. For example, AI can remind a sushi chef to replace a sushi plate that has been “sitting” on the conveyor belt for too long with a more popular item.     Consumer Experience   AI can help restaurants create location-based, personalized marketing campaigns to reach specific and targeted customers at the right time. Then, AI-empowered chatbots, reservation, and table management systems can help restaurants answer customer inquiries, manage reservations, and