MindPal’s Post

Hey EMPLOYERS, Wanted to address this WSJ article on AI and the Hiring Process. People often ask us if AI is going to do away with the need for, and value of, staffing companies. That's the same question many asked years ago about the onset of job boards (starting with Monster and now Indeed, etc.) and the answer is still the same. Each time something new and wonderful is introduced to make your life easier, it will also have a counterproductive use that can make your life more difficult along the way. With job boards employers can post their own jobs, use screening questions to attract only qualified candidates, and let algorithms conduct key word searches on resumes to identify the things that matter to them. BUT, candidates often falsely answer those screening questions so their resume will get through, sending piles of resumes to the employer that they still have to spend hours and hours screening. With AI, employers can use bots and other tools to help with their hiring, but candidates have already learned how to use AI for their own benefit too. Many are using AI to craft their cover letters and resumes, which results in an unreal presentation of their writing and communication skills. This means employers have to do a deeper dive to properly assess what is true, what is real and what the candidate really possesses. In addition to this, many small business owners aren't well versed in labor law so even minimal contact with candidates can result in exposure to liability, risk, and even lawsuits. Staffing companies live in the HIRING space, all day, every day. If you want to save time, money and frustration, contact a staffing company. How can you maximize your investment of paying a placement fee? We'll be happy to tell you. Find a staffing company that you are willing to develop a strong rapport with and let them ask you questions (lots of questions). The more we know you, the faster we can screen, vet and present prospective candidates to you. If you jump from staffing company to staffing company, or only contact one on rare occasion, your experiences will be like "50 First Dates". It takes time to get to know each other and learn to anticipate what each other needs in order to get best outcomes. Most companies that contact us wait until the last minute so there isn't much time for getting really acquainted, which slows down how quickly we can "hit the nail on the head". We love getting to know our clients and our candidates, and repeat business and word of mouth referrals is the result. We'd love to get to know you today if you are ready to cut out many of the hassles in your hiring process. As long as there are ongoing "better mousetraps" for the hiring process, there will also be ways for candidates to sneak through your pipeline and end up costing you time, money and frustration. This WSJ article highlights what is already happening with AI. #hiring #staffing #value

We should all be aware of how AI is beginning to impact of staff recruitment This article provides an intro to the subject.

Job seekers, dealing with the challenges posed by corporate hiring software, are increasingly turning to artificial intelligence to streamline the creation of cover letters and resumes within seconds. They are utilizing automated bots to apply for numerous jobs efficiently with just a few clicks. In a parallel response, companies are deploying their own bots to manage the overwhelming influx of applications. This escalating bot versus bot scenario is causing frustration for both applicants and employers, leading to reduced chances of securing an interview, let alone a job. The competition between automated systems is intensifying, creating barriers in the traditional hiring process and making the job market even more challenging to navigate. https://lnkd.in/dMdUqRSV

From The Prompt's newsletter: AI-powered Recruitment Tool Leads to Lower Quality Applications and Less Engagement: While AI-powered recruitment tools like LazyApply may offer the convenience of automatically applying to thousands of jobs with just a few clicks, research shows that it can lead to lower-quality applications and less engagement between recruiters and candidates. Despite its potential for efficiency, the tool's hit rate for landing interviews is dismal compared to manual application methods. However, for job seekers, the allure of automating applications is understandable, as the traditional process can be time-consuming and often yields no response from employers. On the other hand, recruiters may view the use of AI as a sign of a candidate's lack of seriousness about a job. With the growth of this industry, it remains to be seen how automation will impact the job application process in the long run. #technology, AI

The Wall Street Journal, ‘AI Helps Job Hunters Beat Employers At Their Own Game. You’re Fighting AI With AI’: Bots Are Breaking the Hiring Process. Many now rely on ChatGPT to rewrite their résumés to match job descriptions—aiming to get through corporate screening software. Job seekers are also using software like Big Interview, which evaluates résumés to show applicants why corporate tools might rank them lower than other candidates, and offer suggested changes to improve their standing. “Most companies today use AI for recruitment,” #BigInterview says on its website. “It’s only fair to let job-seekers leverage the same technology.” It’s bot versus bot on the hiring front lines, as job hunters turn to new tools to counter the AI that’s screening their applications. Job seekers, frustrated with corporate hiring software, are using artificial intelligence to craft cover letters and résumés in seconds, and deploying new automated bots to robo-apply for hundreds of jobs in just a few clicks. In response, companies are deploying more bots of their own to sort through the oceans of applications. The result: a bot versus bot war that’s leaving both applicants and employers irritated and has made the chances of landing an interview, much less a job, even slimmer than before. “You’re fighting AI with AI,” said Brad Rager, chief executive of Crux, a recruiting firm that matches cybersecurity specialists with employers. The AI arms race is bad for job candidates, he said, who feel defeated when online applications come to nothing, and for employers, who are frustrated when imprecise AI tools highlight weak candidates. “There’s so much promise, but there’s a lot of crap and garbage,” Rager said of the tools used by employers. Posting open positions online once promised to democratize the job search, giving employers the chance to cast a wider net and job candidates an opportunity to easily explore their options. But as online job-hunting grew in popularity in the 2000s, companies that advertised their openings online became overwhelmed by the sheer volume of applications and began turning to software to help sort job candidates when hiring. That left many people hunting for new jobs with no responses—not even a rejection letter. #jobsearchtips #recruiters #humanresources #management #technology

Are we about to be replaced by RoboRecruiters?   Interesting article exploring some of the issues surrounding AI adoption within the recruitment process.    With so many AI tools available to employers and candidates, this adds a layer of complexity to modern day hiring.    When an AI tool can write a candidate’s CV and apply for jobs for them, this adds a potential increase in volume to the ATS/inbox. In my experience, there is an upward trend of candidates, who I am sure haven’t even read the role profile prior to clicking apply.   Hopefully, the human touch and common sense will prevail.    All we can guarantee is change is a constant.  https://lnkd.in/d5VSGk38

A.I used in HR candidate selection Has anyone had ant experience in the use of AI in the job candidate selection process. If so how has this been used.

Nearly half of recent job seekers exaggerated AI skills; majority were still hired Two-thirds of office workers exaggerate their AI skills in the workplace 10% of those who have exaggerated their skills were fired as a result Men, younger workers, and management/executives more likely to exaggerate 85% of office workers plan to improve their AI skills within the next year