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Recruiters are going analog to fight the AI application overload

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Re: Recruiters are going analog to fight the AI application overload

#41

Post by JumpCrisscross »

mead5432 wrote: post #35
the_snooze wrote: post #22

Earlier quoted context omitted.

It's the curse of scale. Automation allows there to be plenty of job postings and job applications, but it sidelines the human part of actually talking to someone. Those in the know will end up sidestepping this altogether and using their networks to get a direct line to a real hiring manager or applicant. I've done this myself where I talk to past collaborators and professors I know and ask "Do you have an intern/so…

I generally agree that relying on a network and human referrals is the way to go but building an effective network is much harder than it used to be. Meetup groups and local conferences were a good source to make connections pre-pandemic but that has really withered in the last couple years. Past collaborators are also a great source but she is junior and doesn’t really have any she can leverage. My initial advice to…

> building an effective network is much harder than it used to be

If you’re in an American city, go to cafes and bars. Be the annoying person who asks what someone does and persist. It’s absolutely annoying. But I’ll also always follow up on it, because that skill in itself is differentiating.

Re: Recruiters are going analog to fight the AI application overload

#42

Post by moneywoes »

RobotToaster wrote: post #34
mead5432 wrote: post #14

My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI. Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI. It’s an arms race on both sides.

Anyone have a text-to-speech AI to talk to recruiter text-to-speech AIs?

yes interested

Re: Recruiters are going analog to fight the AI application overload

#43

Post by chipdart »

robertclaus wrote: post #28

My experience the last few months is that the saying "It's who you know, not what you know." is alive and well. For jobs where I met the hiring manager (referral, networking, etc.) I had 2 out of 3 applications lead to offers. For resumes submitted online I had 1 out of 50 even respond. Obviously there's some alignment - I know people working in the area I know best - but from what I've experienced the hiring teams a…

> For jobs where I met the hiring manager (referral, networking, etc.) I had 2 out of 3 applications lead to offers. For resumes submitted online I had 1 out of 50 even respond.

I don't think this means what you think it means. In fact, I only see survivorship bias in your personal anecdote.

Meeting the hiring manager usually takes place after resume filtering. This means that you received offers in processes where you weren't rejected at the very first stage. That's what's expected, isn't it?

Also, it's quite plausible that those hiring processes where you received no feedback happened to be fake job postings where, even though a job ad is posted, there is no job offer at all.

Re: Recruiters are going analog to fight the AI application overload

#44

Post by selimthegrim »

mead5432 wrote: post #36
RobotToaster wrote: post #34

Earlier quoted context omitted.

Anyone have a text-to-speech AI to talk to recruiter text-to-speech AIs?

I love that idea. Record the messages and use that to fine tune your own language model to improve the chances of talking to a real person? If she does that and can’t get a job, the market is officially broken.

This is Real Genius but on the job market

Re: Recruiters are going analog to fight the AI application overload

#46

Post by ghaff »

chipdart wrote: post #43
robertclaus wrote: post #28

My experience the last few months is that the saying "It's who you know, not what you know." is alive and well. For jobs where I met the hiring manager (referral, networking, etc.) I had 2 out of 3 applications lead to offers. For resumes submitted online I had 1 out of 50 even respond. Obviously there's some alignment - I know people working in the area I know best - but from what I've experienced the hiring teams a…

> For jobs where I met the hiring manager (referral, networking, etc.) I had 2 out of 3 applications lead to offers. For resumes submitted online I had 1 out of 50 even respond. I don't think this means what you think it means. In fact, I only see survivorship bias in your personal anecdote. Meeting the hiring manager usually takes place after resume filtering. This means that you received offers in processes where y…

I don't know. Every job since the one out of grad school--admittedly only a few (I tend to stay at jobs for a long time)--involved pinging someone I knew well (former co-worker/client/consultant who worked for us). HR or recruiter was never involved until later in the process so no HR filtering involved.

Re: Recruiters are going analog to fight the AI application overload

#48

Post by Citizen_Lame »

JumpCrisscross wrote: post #41
mead5432 wrote: post #35

Earlier quoted context omitted.

I generally agree that relying on a network and human referrals is the way to go but building an effective network is much harder than it used to be. Meetup groups and local conferences were a good source to make connections pre-pandemic but that has really withered in the last couple years. Past collaborators are also a great source but she is junior and doesn’t really have any she can leverage. My initial advice to…

> building an effective network is much harder than it used to be If you’re in an American city, go to cafes and bars. Be the annoying person who asks what someone does and persist. It’s absolutely annoying. But I’ll also always follow up on it, because that skill in itself is differentiating.

Absolutely pathetic. Might as well become worm.

Re: Recruiters are going analog to fight the AI application overload

#49

Post by JumpCrisscross »

Citizen_Lame wrote: post #48
JumpCrisscross wrote: post #41

Earlier quoted context omitted.

> building an effective network is much harder than it used to be If you’re in an American city, go to cafes and bars. Be the annoying person who asks what someone does and persist. It’s absolutely annoying. But I’ll also always follow up on it, because that skill in itself is differentiating.

Absolutely pathetic. Might as well become worm.

> Absolutely pathetic

It seems to be a class-based social more. Among the rich and upper-middle class, approaching someone to introduce yourself isn't unfavourable. If anything, it's seen as a right and children are taught to do it. Among the lower classes it's seen as uncouthe.

You see it strikingly at e.g. birthday parties and galas. (Particularly in the U.K., Western and Southern Europe. Though there, unfortunately, such cold introductions usually aren't enough to cross the barrier. Hence my qualification for this only working in American cities. Also Nordic countries. It even extends to the design of social spaces, with private clubs and even elite airline lounges having chairs face each other while tables at fast food places are more isolated.)

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