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AI Resume resume keywords Applicant Tracking System Aug 15, 2024 12:00:00 AM Topgrading Team %
Watch Brad's summary video or read on.
https://www.canva.com/design/DAGN4-OaNaA/fU1mIYlwPVsxA-P-YgGI4w/watch?utm_content=DAGN4-OaNaA&utm_campaign=designshare&utm_medium=link&utm_source=editor Clients often ask us if AI is making applicant lying more or less common; it’s definitely MORE common. This linked article ( click here) from HR Executive, mostly quoting author Brian Sommer, is excellent; it adds insights and suggestions on applicant deception in the job market. While creating our seventh book on hiring, Foolproof Hiring, Chris Mursau and I presented research results indicating the AVERAGE rate of lying on resumes to be more than 70%. Sommer notes that 35% of applicants in one study admitted lying on their resumes and - get this - “75% said they have secured a job using an application that misrepresented their education, years of experience, skills, or other attributes.” This trend highlights a significant challenge for HR professionals. Sommer elaborates on how candidates and employees “fool” employers and defraud them, big time. These days, AI in the form of GPT enables job seekers to create “perfect” resumes; they tell Chat the name of the company and enter the job description and their resume, and Chat does instant editing to ensure the resume has all the keywords. Honest candidates can edit the Chat-generated resumes for accuracy, but many do not. The article refers to a job seeker who sent out 5,000 resumes and received 20 job offers, demonstrating the impact of deception. Deception continues: … “candidates and even current employees may be using tech to misrepresent themselves, falsify their work, steal, or otherwise deceive and defraud businesses. Candidates can fake their skills, pretend to work, falsify training, and work full-time for more than one firm. Someone on X admitted making $1.5 million working 10 remote jobs, and Sommer concludes: “In workplaces requiring professional standards, such as accounting firms, some qualified employees are working for two firms simultaneously. There are lots of people who are maintaining multiple jobs.” What can TA and HR professionals do to combat applicant deception? The article suggests conducting interviews in the office and using AI detection tools (but be careful: lawsuits have popped up in instances where tech “proved” an accusation against an individual, but the tool was, in fact, wrong). You can also administer competency verification tests, conduct background checks, focus on proven candidates such as alumni, and even hire a private detective. Most readers of this blog know very well the methods Topgrading uses. Our #1 recommendation for recruiting candidates is to ask A Players to refer A Player friends and associates. Topgrading is the only firm I’m aware of that assures separating the honest producers from the fakers using the PreScreen Snapshot, our applicant screening tool that contains the Topgrading Truth Motivator. Call: 847-244-5544 / Email: info@topgrading.com / Contact usDr. Brad Smart is Founder and CEO of Topgrading, Inc. Topgrading is dedicated to helping companies of all sizes maximize the hiring of high performers. Topgrading assesses candidates for senior positions (where the costs of mis-hires are high) and trains all managers to create teams of almost all high performers. Brad has seven published books on hiring; the most recent three (the first, second, and third editions of Topgrading) were all best sellers. Brad, and President Chris Mursau’s new book, Foolproof Hiring (Forbes Books), is available for purchase by clicking here. After just six weeks, Foolproof Hiring, achieved Amazon Best Seller status.
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