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Recruiters are going analog to fight the AI application overload

wired.com

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

#81

Post by lolc »

meristohm wrote: post #57
chipdart wrote: post #43

Earlier quoted context omitted.

> 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…

> referral, networking, etc Presumably not through the bottom-up filtering process. All of my current jobs (I'm in my 40s, been working for money outside the family since my teens), and most of all the jobs I've ever had, were thanks to reaching out to individuals to make a connection, or leveraging an existing connection.

I got my first job through family. From then on, I found all jobs through job ads.

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

#82

Post by IshKebab »

LikelyABurner wrote: post #25
Simulacra wrote: post #5

Serves them right. Employers have been using AI and algorithms to weed out resumes/applications for years. To the point that the only way to get seen by an actual human is the game the system.

The thing that especially infuriates me is recruiters in this article turning around and trying to throw LinkedIn under the bus. No one likes the nightmare dystopia of a platform that is LinkedIn. The only reason most people I know have LinkedIn accounts in the first place is because HR types have outsourced so much of their job to LinkedIn that it's viewed as professional suicide to not have a LinkedIn profile with…

I like linkedin. It got me my current job. I get a constant stream of recruiters looking for people in my field; if I want a new job I'm pretty sure I can just reply to a few of them and not have to actually apply at all.

Just don't read any of the nonsense that people post.

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

#83

Post by KallDrexx »

Simulacra wrote: post #5

Serves them right. Employers have been using AI and algorithms to weed out resumes/applications for years. To the point that the only way to get seen by an actual human is the game the system.

Two wrongs don't make a right.

AI being weaponized on the application side hurts us all, and leads to an environment that's extremely difficult to get noticed in as a job seeker. Yes, networking helps but that's not always possible, especially if you are trying to change industries or have generally worked with smaller companies where your networking doesn't expand out much.

It also leads to less diverse environments where hiring managers only look at resumes given by friends or friends of friends.

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

#85

Post by knallfrosch »

mmcconnell1618 wrote: post #67
Dah00n wrote: post #45

If they use recruiters, I'm out. They are part of the problem.

Do you differentiate between a full time recruiter employed by the hiring company and 3rd party recruiting firms? A recruiter on the payroll can be a useful first screen and usually has good knowledge about what the company is seeking.

I have to say that recruiters are worthless to me because they don't have the authority to actually decide something. They know nothing about the role, they don't disclose their salary range, I don't trust them with mine either.. but hey, if it's a short call, it a hoop you have to jump through.

At least the company recruiters never call you again.

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

#86

Post by wormius »

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.

You rang?

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

#87

Post by chipdart »

kgermino wrote: post #52
chipdart wrote: post #43

Earlier quoted context omitted.

> 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 think the question is how are you meeting the hiring manager? If you submit a resume to a recruiter (or worse, online job posting) and get to the hiring manager you've absolutely gone through a bunch of formal screening steps. However if, as I believe GP is describing, you're able to connect with them through a side channel (such as a referral) you usually haven't gone through the formal screening so much as you've…

> I think the question is how are you meeting the hiring manager?

In each and every single time I met a hiring manager, that took place after the early interview rounds where the bulk of applicants were filtered out.

In some cases, the hiring manager was the very last interview.

To me, claiming that meeting the hiring manager is somehow the key step to get hired is like stating that the key step to get hired is to not be rejected.

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

#88

Post by williamdclt »

vundercind wrote: post #66

This has long seemed like the obvious solution, to me, for publications that saw an untenable spike in submissions for the same reason. Just make ‘em print and send a it in the mail. Instant reduction by 95+%, most of the best stuff still comes in.

> most of the best stuff still comes in

I don’t see why “the best stuff” would be more acceptant to printing than the rest. Actually I’d expect that the best candidates won’t bend over backwards to submit their application, they have choice

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

#89

Post by AnthonyMouse »

zarzavat wrote: post #77
AnthonyMouse wrote: post #71

Earlier quoted context omitted.

The uselessness of professional certifications isn't because things move too fast. The fundamentals don't really change. The certifications are useless because they're paper mills, driven by the same incentives as grade inflation. People get upset if they pay for the certification and then fail the test -- and those are the certification mill's customers, so that can't be allowed or people would get some other certif…

The fundamentals change all the time. When I learned to code everybody was high on Java, you had to know your design patterns, craft beautiful inheritance hierarchies and all kinds of other things that we now laugh at as being very silly. But people were dead serious about it! This art is still young, we are still finding our feet and I don’t think certifications are beneficial until we do. What we need is more exper…

The things that change aren't the fundamentals.

Meanwhile people still read the papers that came out of Bell Labs in the mid-20th century, boolean logic is boolean logic, exponential time algorithms are slower than polynomial time algorithms for large N, the lambda calculus is still taught, etc.

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

#90

Post by bddgyrdfv »

chipdart wrote: post #87
kgermino wrote: post #52

Earlier quoted context omitted.

I think the question is how are you meeting the hiring manager? If you submit a resume to a recruiter (or worse, online job posting) and get to the hiring manager you've absolutely gone through a bunch of formal screening steps. However if, as I believe GP is describing, you're able to connect with them through a side channel (such as a referral) you usually haven't gone through the formal screening so much as you've…

> I think the question is how are you meeting the hiring manager? In each and every single time I met a hiring manager, that took place after the early interview rounds where the bulk of applicants were filtered out. In some cases, the hiring manager was the very last interview. To me, claiming that meeting the hiring manager is somehow the key step to get hired is like stating that the key step to get hired is to no…

The entire point was that you meet the hiring manager via personal referral and not by running the gauntlet.

Otherwise, yes, it’s tautological.

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