.png?width=339&height=68&name=logo%20(1).png)
AI Resume resume keywords Applicant Tracking System Jul 20, 2024 12:00:00 AM Topgrading Team %
Blog Summary Video
[video width="1920" height="1080" mp4="https://topgrading.com/wp-content/uploads/2024/07/Topgrading-Blog-Overview-Bots.mp4"][/video] As we all know, AI (especially the ChatGPT versions) offers both significant promises (such as in medical diagnosis and treatment) and substantial potential problems (including the destruction of all humanity). In the meantime, there are widely published annoyances - like a tendency for ChatGPT to “hallucinate” and fabricate what appears to be scientific justification for something when the “scientists” and their research are entirely fictional. For those of us involved in hiring, a Google search for “AI is ruining hiring processes” yields dozens of scary, negative articles. This article (from the July issue of the Wall Street Journal) specifically details the horrors. From the job seeker’s point of view, the article mentions an $80-per-month app that finds 370 jobs each month, using AI to create the perfect resume for each company. Or a Duke senior applying to 1,000 companies and receiving rejections or no replies at all. AI is disrupting hiring methods significantly. To cope with job seekers using bots (ChatGPT) to apply, companies are using bots (ChatGPT) to screen candidates. AI allows companies to screen resumes more meticulously. Instead of “college grad with 3 years of sales experience,” companies can specify if a college degree is important and, if so, which colleges are preferred and how many years or what degrees are acceptable. AI can also specify which employers are favored and what sales successes and accomplishments are expected. Additionally, there are filters for job hopping, working in certain locations, and acceptable salary ranges. Short phone video interviews promise a more real, human supplement to a resume, but AI can write scripts for candidates, and company AI can screen based on word usage, body language, and illegal features like gender, age, pregnancy, and race (which courts are addressing). The result: BOTS ARE HIRING BOTS! It gets worse, but don’t give up because we’ll explain a powerful solution. The worst is bad and very familiar to you - the lack of transparency and honesty in candidates. Candidates fool you by exaggerating successes and strengths and hiding failures and weaker points. AI simply amplifies candidate dishonesty. You would love to talk with the managers candidates reported to, but most companies prohibit their managers from taking reference calls, and candidates know they can get away with fibbing. So candidates fool you. The Wall Street Journal estimates that 78% of candidates lie both on their resumes and in interviews. And you know that the references candidates provide are biased. So all you can do is call HR departments that will give you dates of employment and job titles.The solution is to:
Screen candidates based on their honesty.
High performers tend to be honest, and low performers try to fool you.
How to screen candidates for honesty. We’ve studied and experimented with the “how” for almost 50 years. The methods that have helped companies hire more A Players and might help you are:- In the Careers section of your website, as you describe your company vision and values, state that one value is honesty in communication.
- Follow it with a statement that your hiring method includes reference calls with managers candidates reported to.
- Include in your interviews one lengthy chronological interview in which candidates assess their bosses and guess how bosses would rate their performance. You can tell if candidates are being honest or just giving you sanitized, white-washed summaries.
Dr. 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.
Contact us to learn more.
Improve your hiring success with Topgrading. Our proven hiring process will transform your selection methodology so that you get better hiring results across all industries, including hiring HR professionals. Our leadership and candidate assessment tools will help you assess, hire, retain, and grow outstanding team members. Contact us to learn more!