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AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

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Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#121

Post by andsoitis »

Izkata wrote: post #117
andsoitis wrote: post #106

Earlier quoted context omitted.

Yeah I don’t know what others are doing, but I work in the valley and those elements signal checklist mentality. To wit, those keyword lists often include, in my experience, proficiency in specific tool use, rather than communicating skills that transcend tools, which tells me the person is likely not very dynamic or creative.

> those keyword lists often include, in my experience, proficiency in specific tool use This used to be called "buzzword bingo" and was pretty much required. It was how you got past the initial automated filtering step before a human even saw your resume.

I don’t know whether it was ever effective strategy for candidates, but I will simply say that as a hiring manager for over 12 years, I have never been interested in anyone’s resume when I see that.

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#122

Post by peyton »

davebren wrote: post #103
charliebwrites wrote: post #15

Anecdata, sample size of one: When I was looking for my next role after being laid off, I didn’t get much of a response with my human handmade resume despite my experience Just for kicks, I asked ChatGPT to “Analyze my resume and give it a score for what percentage it was in” then I asked it to revise it to make it score as high as possible I still tweaked and fact checked it but after I started sending that out, I g…

Probably gonna get downvoted for this, but when you give an anecdote you don't have to preface it with "anecdata, n=1 sample size". We know it's from your individual experience because it's a story about your individual experience. We've been doing this for all of human history. This is some kind of strange milieu of trying to always sound scientific, or it's fear of the "well akshually I'm gonna need to see a random…

I’ve been told explicitly to do what GP said, so it’s perhaps becoming word-of-mouth career advice at this point. In my case it told a different career story that is maybe more easily digestible.

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#123

Post by RajT88 »

andsoitis wrote: post #98
leonidasv wrote: post #74

Earlier quoted context omitted.

Same thing happened to my wife as well. I helped her tailor her LinkedIn profile and resume with a lot of attention to detail: adding metrics, keywords, results, etc. Nevertheless, she never received any outreach recruiters and got very few application responses. It went like that for months, almost a year. Then she asked ChatGPT 5.x for help. I was skeptical about the changes it recommended (and was skeptical at all…

> I helped her tailor her LinkedIn profile and resume with a lot of attention to detail: adding metrics, keywords, results, etc. FWIW, when I see a resume with metrics and keywords, I immediately filter it out.

Same. I am well aware how the metrics game goes - even inside the company it can be hard to disprove the metrics claimed, and people count on that. Even managers coach you on putting metrics you cannot prove or disprove.

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#124

Post by david-gpu »

andsoitis wrote: post #106
mikeyouse wrote: post #102

Earlier quoted context omitted.

Which is a very “HN” sentiment when the vast majority of recruiters and hiring managers are absolutely not doing the same. Especially for roles outside of tech.

Yeah I don’t know what others are doing, but I work in the valley and those elements signal checklist mentality. To wit, those keyword lists often include, in my experience, proficiency in specific tool use, rather than communicating skills that transcend tools, which tells me the person is likely not very dynamic or creative.

Please, do show us your resume so that we can judge the heck out of you as well. It is a fun game, apparently.

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#125

Post by andsoitis »

tkiolp4 wrote: post #111
hiAndrewQuinn wrote: post #105

Earlier quoted context omitted.

What counts as a keyword here? If you're hiring for a frontend developer and you see e.g. "Redux" do you just can it?

Metrics: I increased retention 2x; I reduced latency from X ms to Y ms; increased slo to 99.999… those are all meaningless. It was in fashion to put such numbers in cvs maybe 5-10 years ago. Not anymore

They were always lies because they’re imprecise. “I” didn’t do any of those things, you did other things together with other people leveraging company infrastructure to accomplish those things. Tell me about the SKILLS you excel in tha make those things happen.

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#126

Post by falsemyrmidon »

DiscourseFan wrote: post #26
stingraycharles wrote: post #16

Earlier quoted context omitted.

You don’t understand the problem. Companies are using AI / LLMs to pre-filter resumes. These AIs prefer their own slop resumes. Not just human vs LLMs, but Claude prefers Claude resumes over ChatGPT. Nothing good can come out of that, when resumes are pre-filtered like that. Unless, of course, you’re not being serious and just trying to be edgy on HN.

Why would I want to work for a company where all the employees made slop to get hired by slop to do slop? It’s slop all the way down!

[dead]

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#127

Post by andsoitis »

david-gpu wrote: post #124
andsoitis wrote: post #106

Earlier quoted context omitted.

Yeah I don’t know what others are doing, but I work in the valley and those elements signal checklist mentality. To wit, those keyword lists often include, in my experience, proficiency in specific tool use, rather than communicating skills that transcend tools, which tells me the person is likely not very dynamic or creative.

Please, do show us your resume so that we can judge the heck out of you as well. It is a fun game, apparently.

I’m giving advice that I judge to be useful.

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#128

Post by ahoka »

ryeguy_24 wrote: post #68
redbonsai wrote: post #66

Earlier quoted context omitted.

There's an AI layer built into most ATS systems as well as LinkedIn and Indeed

Could you share more detail on how the AI layer is used? Is it an LLM?

Just one example of many: https://support.teamtailor.com/en/articles/9424192-co-pilot-...

Re: AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights

#129

Post by nickserv »

davebren wrote: post #108
tayo42 wrote: post #86

Earlier quoted context omitted.

Llms were good for being objective and helping cut out stuff from mine. Harder to do when you personally think everything you ever did is important.

It actually is important and if I was hiring you I'd find it useful to get a more comprehensive understanding of your experience, especially if there's something I'm aware is a very challenging problem to solve. And it would provide more things to cross-examine in interviews to make sure it's not fake. The idea that people hiring are saving time by not reading an extra resume page when deciding on someone that will h…

Same. I've gotten into disagreements with HR over this when hiring for my teams.
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