The evolution of AI in talent acquisition and creating a CV that will enable success in today’s competitive job market
With over 25 years of experience managing talent teams and processes, I have consistently prioritised enhancing the candidate experience while balancing efficiency and data-driven improvements. However, the rise of AI-powered ATS systems has introduced new challenges in the current job market, not only in personalisation but also in the surge of applications for a single position. It's not uncommon to see more than 350 people applying for the same role.
This high volume can be overwhelming and discouraging for candidates. Even highly qualified applicants may worry their applications will go unnoticed or be lost among many. In this highly competitive landscape, the traditional CV, which once clearly showcased a person’s career, may now seem inadequate.
Suppose you are unaware of how AI is used in recruitment. If that is the case, the main advantage of using an AI-powered ATS is to minimise bias, as it prioritises measurable factors such as skills and experience over demographics, thereby decreasing unconscious bias in the recruitment process. AI improves efficiency by reviewing thousands of applications within minutes, significantly reducing the time needed to hire. It also results in overall cost savings by streamlining other tasks to boost efficiency, lowering the cost per hire, and allowing resources to be allocated elsewhere. Finally, and importantly, it provides data-driven insights that offer valuable information, refining and supporting recruitment strategies and enabling more informed decisions.
So it’s wise to point out that, like any technology, AI Applicant Tracking Systems (ATS) also have disadvantages, including potential algorithmic bias that can disadvantage certain groups, significant data privacy concerns, the risk of breaches, and a lack of human touch and transparency in decision-making. AI systems are complex, costly, and often prone to bugs. Ethical issues also surround accountability, potential job displacement, and the high costs of implementation and training.
AI is playing an increasingly vital role in recruitment. Most companies now rely on AI-powered Applicant Tracking Systems (ATS) to scan and filter CVs before a human review. As we all know, there are many stages in the recruitment process, and CVs must be crafted to communicate effectively with these systems, making AI-to-AI interaction essential. However, the main challenge is creating a CV that appeals to both human readers and automated systems.
The recent launch of LinkedIn's CV tailoring service is certainly intriguing. It helps applicants match their profiles with specific job descriptions. Initially, I thought this would be a helpful resource for job seekers, but it could also be a double-edged sword. To better understand its usefulness, I decided to try it out. The results showed that my carefully earned qualifications were omitted, and my CV was shortened (which it potentially needed) but lost much of its personal touch. Another concern was, what if the other 479 applicants also decide to use this service? This experience made me wonder whether, with the rise of AI, are CVs are losing their individuality, as everyone’s credentials start to look very similar, which will, in turn, make the recruitment process more difficult.
My Tips for Creating an Effective CV in the AI Age
Use an ATS-Friendly Format: Avoid complicated layouts or graphics. ATS software reads text from left to right and top to bottom, so intricate formatting can confuse the system. Stick to a simple design with clear section headings such as Work Experience, Education, Skills, and Certifications.
Use Relevant Keywords: Include keywords from job descriptions and try to mirror the language used.
Keep It Clear: Use clear headings and bullet points to make information easy to read for both AI systems and humans.
Showcase Your Unique Experiences: Highlight achievements that make you stand out. Include a dedicated skills section listing both hard and soft skills relevant to the role. For example, data analysis, stakeholder communication, project management, or team leadership. This helps AI systems and human reviewers easily identify your core strengths.· Use standard job titles - while you might call yourself a Sales Ninja, using a Sales Representative could improve your chances of being seen.
Focus on your achievements, not just duties, and demonstrate impact. Emphasise measurable achievements, e.g., managing a team vs Led a team of 10 people, improved productivity by 15% over 12 months.
Yes, it's hard, but tailor your CV for each role you apply for.
Avoid uncommon file types - submit your CV as a Word document (.docx) or PDF (if requested), as these are generally compatible with ATS systems. Avoid using image formats or unusual file types that may be difficult for the system to read.
Keep it concise - aim for a maximum of two pages. Be clear and relevant, focusing on the experience and skills most applicable to the role.
Check and Edit Carefully: Ensure grammar and spelling are correct and suitable for your region. Make sure your CV reflects you accurately, using language and terminology you are comfortable with.
In conclusion, as the recruitment process evolves, it is crucial to adapt by embracing new technologies while maintaining what makes you unique. Achieving a balance between AI optimisation and personal branding is vital for success in today’s job market. Creating a CV that passes AI screening and still impresses human recruiters requires thoughtful clarity, relevance, and personal impact. By following these tips, you’ll improve your chances of securing interviews and advancing your career opportunities.
If you would like to find out more about my coaching or HR services, get in touch via https://app.simplymeet.me/engaginghr
