What to know about jobs with an automated hiring process

Before you apply for a new position, make sure you give yourself the best chance you can, whether your recruiter is a human or not.

Whether you are a fan of AI-powered recruitment processes or prefer the more traditional methods, many organisations operating today use automated systems to gather, review and even select job applicants. So you need to know all you can about optimising your chances long before you apply.

Automated recruitment is a process by which advanced technologies, typically artificial intelligence (AI), are used to simplify the hiring process, to make the overall task more convenient, but also to ensure that the organisation can identify the best possible fit based on AI-driven data. 

That is a definition of AI-focused recruitment delivered in a basic, all-encompassing way, but, if you are of the opinion that a job you are applying for could be using AI to enhance hiring, there is likely far more that you need to know. Starting with applicant tracking systems, or ATS.  

Applicant tracking systems

For anyone looking to inform themselves about how they might be affected by ATS models, the first bit of information they should know is that they can be embedded in the hiring process from beginning to end. Often an organisation will have a full suite of tools at their disposal that enable them to get an in-depth look at a candidate’s potential. 

This is usually by extracting information and buzzwords in relation to education, skills, work experience and even hobbies, among others.  

But that doesn’t mean that a candidate can’t use an ATS model to their advantage. For example, if you know that a company uses these systems, you can basically design your application around your best qualities, qualifications and any other relevant information likely to stand out to an automated recruiter following an algorithm. 

Don’t assume impartiality

It’s not groundbreaking to say that AI models, regardless of the creators’ intentions, can be subject to significant bias. In the past, automated hiring processes have been criticised for excluding applicants who don’t meet the standardised criteria, which is often defined as a young, Caucasian male from the country advertising the position. 

While not every system is going to narrow down the talent pool to include only a specific demographic, there is also no real way of telling which companies and systems are likely to do so, so it is wise to never assume impartiality. 

That is to say, make sure you don’t include any identifying details that could potentially cause you to be disregarded based on nothing but bias. That could be your gender, religion, political affiliation, your address or your marital status, to name a few. 

A potential employer has a right to certain details, such as whether you are legally allowed to work in the country and whether you are an adult over the age of 18, so you will find yourself sharing certain tidbits of information. But don’t be too forthcoming as it ultimately is not relevant to the overall job. 

You can have a test run

While you can certainly write a CV that appears to be ATS compliant – such as by including relevant information and in the format proposed by the organisation – you, like the automated systems, are subject to a bias. 

What I mean to say is that you are likely of the opinion that it looks good based on what you think the organisation is asking for and that judgement can be clouded. But, luckily there is a way to test your theory that your application has indeed ticked all of the boxes. 

Online tools, for example Jobscan, ResumeWorded and alternative ATS checkers can read your application to assess how an automated system might perceive your work, offering pointers and even correcting mistakes. 

There is a certain irony in asking one bot to review your application to appeal to the sensibilities of another bot, but that is the world we are living in, so it might be time to get on board. 

Ultimately, unless a company flat out tells you that it is or isn’t using an automated recruiter, there is really no way to know, so it’s best to assume it is a possibility and have a compliant CV prepared and ready to go. When it comes to building a resumé or job application in the modern era, you can never be too ahead of the game. 

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