Mai Võ’s Post

With AI becoming more common in recruitment, it’s helpful to know how it’s being used and how it could affect your job search. 💻 Understanding this can help your chances of success!  Learn more today ➡️ https://lnkd.in/ezAiztAq

Ever wondered how AI is transforming resume screening? Here’s a quick dive into Applicant Tracking Systems (ATS) and their role in modern hiring: 𝗔𝗧𝗦 𝟭𝟬𝟭: What are they? • AI-powered tools that automate the screening of job applications. • They scan resumes for keywords, skills, and qualifications to filter candidates. • Used by 99% of Fortune 500 companies and countless recruiters worldwide. 𝗛𝗼𝘄 𝗱𝗼 𝘁𝗵𝗲𝘆 𝘄𝗼𝗿𝗸? • Parse resumes to extract relevant data (e.g., work experience, education, skills). • Match candidate profiles against job descriptions using algorithms. • Rank applicants based on relevance and qualifications. 𝗧𝗶𝗽𝘀 𝗳𝗼𝗿 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀: → Use job-specific keywords in your resume. → Tailor your resume for each application. → Keep formatting simple and ATS-friendly. 𝗣𝗿𝗼𝘀 𝗮𝗻𝗱 𝗖𝗼𝗻𝘀: • ATS systems save time and reduce bias in early-stage screening. • However, they’re not foolproof—relevant candidates can slip through the cracks. • Recruiters: Combine ATS with human judgment for the best results. 𝗧𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲: • AI in recruitment is here to stay, but it’s not a replacement for human intuition. • Job seekers: Optimize your resume for ATS while staying authentic. • Recruiters: Leverage ATS to streamline workflows, but trust your instincts too. #AIinRecruitment #ATS #ResumeTips #JobSearch #HiringTrends #RecruitmentTechnology

AI has already become an integral part of the recruitment process in NI, with 78% of recruiters here already using AI to support in a variety of ways including writing and publishing job ads, reviewing applications, data entry and more, according to new research from NIJobs   However, a large number (61%) are saying that general admin tasks are slowing the whole process down and having a negative impact on interview candidates’ experience. The research shows that admin tasks that could be done by AI currently cost recruiters three days’ worth of work per vacancy (around £29,345 per recruiter per year).   This is having a knock-on effect with around 32% of candidates dropping out of the cycle. They are asking for a shorter hiring process and faster feedback.   It's clear that AI is going to be an essential tool in recruitment to make it more efficient and streamline costs. Businesses need to make sure employees are trained to manage and deliver it effectively and responsibly. Find out more here: https://lnkd.in/e9K-RjW6

Is AI Diluting Your Talent Pipeline? Many recruiters are seeing application volumes skyrocket. Our platform data confirms this macro trend. Across our global network, applications per job listed increased by 52% last year, with a further rise continuing into this year. This application volume, at least in part driven by AI tools enabling mass applications, presents a critical challenge that often goes unnoticed - high application volumes risk masking a decline in true candidate quality. Recruiters can spend hours screening low-intent applicants, draining efficiency, potentially missing highly relevant candidates and impacting the quality of your eventual hires. Instead of fighting the volume, we can optimise the flow. The strategic shift can be to filter smarter, not just screen harder. Shift from a funnel to a ‘colander’. An effective solution is to intelligently filter early and help only the best-fit candidates flow through. An ethical, intelligent screening and selection solution can help here. Elevate the candidate experience, When candidates land on your site, they need more than a generic job description. Turn those pages into rich, personalised hubs of information to help high-potential talent quickly see that you are a good fit. Let unsuitable candidates naturally opt themselves out. Leverage authenticity to drive quality. In an impersonal, automated world, trust is your most powerful recruitment magnet. Our data shows that candidates are significantly more likely to engage with and apply to a company they have a personal connection to or a clear, authentic understanding of its culture. Ensure content is discoverable and contextual. When candidates struggle to find key information on a careers site, Net Promoter Scores (NPS) can plummet by up to 65%. A modern, SEO and LLM optimised careers site that intelligently surfaces engaging, relevant content based on the candidate's journey and intent can help you achieve this. We believe that leveraging connected, AI-powered technology to provide personalised candidate experiences is a highly effective way to address the current gap between application quantity and quality. Please get in touch if you’d like to learn more about how we help some of the world’s largest and most complex organisations achieve solutions to all of the above challenges. #TalentAcquisition #HRTech #RecruitmentStrategy #Recruitment #Hiring #FutureOfWork #HR #AIinRecruitment #EmployerBranding #Careers #RadancyTalentAcquisitionCloud

AI won’t replace good recruiters, it’ll finally reward them.... I’ll be honest, the thing that used to frustrate me most wasn’t the admin. It was the MONEY. I was a top biller, bringing in serious revenue, but the split never felt fair. I’d look at my numbers, the effort, the hours and think, why am I not seeing more of that? Then there was the admin and shit parts of the job I hated... But I knew how important they was... The endless chasing new candidates, updating systems, remembering to log every little detail. I didn’t hate it because I was lazy I hated it because I cared I didn't want to let people down. Every forgotten note or missed follow-up felt like letting someone down. Over time though I realised something.... Admin isn’t the real problem inefficiency is. That’s why at FourFive Partners we’re building a recruitment model that flips the old one on its head... - Up to 60% commission for the people actually doing the work - Quarterly bonuses for consistent performers - A fully AI-integrated Recdesk - Sourcing, Branding, Data logging, Diary management, CV formatting - You name it, AI is doing it. Enabling our team to focus on two things performance & people. The future of recruitment isn’t about grinding harder It's about using AI to make us better than ever If that hits home, let’s talk.

Did you know you can get disqualified in the screening process 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳 𝗔𝗜? Many companies now use AI to 𝗶𝗻𝗶𝘁𝗶𝗮𝗹𝗹𝘆 𝘀𝗰𝗿𝗲𝗲𝗻 𝗖𝗩𝘀 (not just an ATS). Sometimes it’s because of how the tool works, other times because your CV didn’t include the 𝗸𝗲𝘆𝘄𝗼𝗿𝗱𝘀 𝗶𝘁 𝘄𝗮𝘀 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿. For large companies receiving 𝗵𝘂𝗻𝗱𝗿𝗲𝗱𝘀 𝗼𝗿 𝘁𝗵𝗼𝘂𝘀𝗮𝗻𝗱𝘀 𝗼𝗳 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗱𝗮𝗶𝗹𝘆, AI helps speed things up, which is 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 and makes sense. But it also means 𝗴𝗼𝗼𝗱 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗰𝗮𝗻 𝗴𝗲𝘁 𝗼𝘃𝗲𝗿𝗹𝗼𝗼𝗸𝗲𝗱. 𝗧𝗶𝗽𝘀 𝗳𝗼𝗿 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀:  • Make sure your CV clearly shows 𝗸𝗲𝘆 𝘀𝗸𝗶𝗹𝗹𝘀, 𝗱𝗮𝗶𝗹𝘆 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀, 𝘁𝗼𝗼𝗹𝘀 & 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝗶𝗲𝘀, 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲𝘀, 𝗰𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀, 𝗮𝗻𝗱 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗹𝗶𝗻𝗸𝘀. It’s a lot of work, but a 𝘄𝗲𝗹𝗹-𝗽𝗿𝗲𝗽𝗮𝗿𝗲𝗱 𝗖𝗩 helps AI and humans alike see your potential. 𝗧𝗶𝗽 𝗳𝗼𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀:  • When the qualified pipeline seems too short, 𝗻𝗼𝘁𝗵𝗶𝗻𝗴 𝗯𝗲𝗮𝘁𝘀 𝗲𝘆𝗲𝗯𝗮𝗹𝗹𝗶𝗻𝗴 𝗖𝗩𝘀 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳. AI is a powerful assistant, it helps, but doesn’t replace, human insight. And that’s how we make hiring faster, fairer, and smarter. #Recruitment #TalentAcquisition #Hiring #HRTech #RecruitmentTrends #HumanResources #AIRecruiting #AIinHR #ArtificialIntelligence #RecruitmentAutomation #HRTechTrends #CandidateExperience #CareerTips #JobSearchTips #ResumeTips #CareerGrowth #FairHiring #InclusiveRecruitment #DiversityInTech #BiasInAI

As AI becomes more prevalent in the hiring process, including the initial screening stage, detecting untruthful statements on resumes has become simpler than ever before. These tools can now compare claims with public records and platform information. As a truthful candidate, it's crucial to learn how to distinguish yourself.

💭 Where did the “human” in Human Resources go? 🤔 🤔 🤔 🤖 AI has become an incredible ally in recruitment, helping us screen candidates faster, match profiles more precisely, and save valuable time and resources. But amid all this efficiency and automation, I can’t help but ask: what about the human touch? 👀 From the candidate’s side, reaching a real conversation with a recruiter can take up to four or five automated steps, applications, forms, assessments, and even AI-led interviews. 👏 I truly admire the companies that, in 2025, use AI to make their processes smarter without losing the human connection. Because behind every application, there’s a person... not just data. 💬✨

A new study finds that 63% of job seekers say it is ethical to use AI to improve resumes or applications, and 67 percent of hiring managers agree. HR leaders should recognize that there is a growing consensus among both job seekers and hiring managers that using AI to improve resumes and applications is ethically acceptable. This signals a shift in candidate expectations and workforce norms, where leveraging AI is seen as a tool to level the playing field rather than gain an unfair advantage. HR should proactively update policies and communication around AI-assisted applications, ensuring transparency, fairness, and consistent evaluation standards. Additionally, organizations can consider providing guidance or resources on ethical AI use in job applications, fostering trust with candidates while maintaining integrity in the hiring process. Read the full article: https://lnkd.in/eXbddJDZ #jobsearch #AI #automation #workplace #jobseeker #employment #hiring #AIresumes

I've received about 5 emails in the past fortnight from AI agencies offering automated screening solutions/processes for candidates I hope my competitors decide to take this approach 😅 Recruitment can be hard (like any job) but choosing automation over building genuine relationships with your talent is a recipe for disaster - you won't survive. Yes - I do think AI can be beneficial in many ways in recruitment, but if you're relying on it to screen candidates then my advice is bail out while you can. Agree/disagree?