The use of algorithms and screening software to choose who is the perfect candidate for a job offer or, at least, do the first screening before reaching human resources professionals , are increasingly common.
According to a recent report by Harvard Business School , in the United States the algorithms would have excluded more than 10 million people from selection processes , something paradoxical at a time when the country of the stars and stripes is going through what is known as ‘The big resignation’ , a phenomenon whereby many low-skilled workers are seeking a career change to higher-paying jobs, making it difficult to find a workforce.
In Spain, these selection systems are not yet so common, but in large processes they are a tool that is increasingly being seen. His job consists of filtering so that in the face of dozens of résumés received, the person in charge can have part of the way done.
And of course, when faced with a process like this, what should be taken into account?
What do algorithms look at in resumes
There is no easy way to guarantee that an application goes through an algorithm and enters a shortlist of candidates. A good start is to only apply for positions that we are really preparing for, because these systems work by reading keywords.
Use keywords: Therefore, be sure to add the appropriate keywords for the positions to which we apply to your CV and your online profile on Linkedin and others. Look at the job descriptions on offer to determine what these keywords are and where they can be incorporated.
The importance of format: It seems like a no-brainer, but make sure your CV is in a format that has been requested. If it’s PDF, PDF. It is not good to use Word versions as they can change fonts or images.
Against very fast job changes: If a criterion for a job is to have performed certain functions for a certain time and it is not fulfilled, the algorithm can reject our candidacy.
Check everything on Linkedin too: algorithms increasingly take into account social media profiles when evaluating applications, and it is especially important to ensure that our LinkedIn profile is complete.
Let’s not talk too much for the machines
Although technology is increasingly important in job applications, the human element in the hiring process is still important.
The algorithms are here to stay in hiring. The idea is to adjust our application and online presence to match the specific criteria of the position. However, keep in mind that it will always be important to have good relationship building skills, even if the ‘initial’ interview is with a robot. At some point, a human will always participate in the selection process … At least for now.