Please let this become a trend elsewhere as well.
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
#22My 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.
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/soon-to-graduate-student you recommend with skills X, Y, and Z?"
This is admittedly unfair to outsiders, but if you talk to someone, there's a high reputational pressure that assures you're dealing with a real person who's likely a decent match for the job/applicant. This is valuable precisely because there's high friction and doesn't scale.
Re: Recruiters are going analog to fight the AI application overload
#23Fo any other professions have thse challenges? Our lack of basic professional certifications has just led to nonsense in every corner of the hiring and job seeking process.
What are you talking about? We have tons of professional certifications. We also still have all of these problems.
Re: Recruiters are going analog to fight the AI application overload
#24Fo any other professions have thse challenges? Our lack of basic professional certifications has just led to nonsense in every corner of the hiring and job seeking process.
The challenge for certifying in software engineering seems similar to the challenges you'd face in any creative, building oriented professions. That is you can't test for it with some sort of standard exam. You need to have the person build something and then have established masters of the field evaluate it. But that requires a professional structure we don't have.
Re: Recruiters are going analog to fight the AI application overload
#25Serves 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 100s of contacts in this industry.
Recruiters don't like the GenAI and Easy Apply features on LinkedIn, it makes their jobs more difficult? Then stop making LinkedIn a mandatory account for tech workers. You have NO ONE to blame but yourselves.
Re: Recruiters are going analog to fight the AI application overload
#26Is it possible to waste a recruiters time?
Re: Recruiters are going analog to fight the AI application overload
#27Earlier quoted context omitted.
Hacker News monthly threads for “Who wants to be hired” and “Who is hiring”. That’s how I got hired for my current job (2019) and that’s how I’m hiring currently.
All I got from that was some spam and "defi" recruiting for whatever Ponzi scheme the cryptocoin community is hot on right now.
I got my current job from it.
No idea which experience is more typical.
Re: Recruiters are going analog to fight the AI application overload
#28My 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 at small companies are struggling almost as much as candidates to figure out this brave new world.
Re: Recruiters are going analog to fight the AI application overload
#29> That came after LinkedIn began rolling out a new set of generative AI tools for recruiters to source candidates in October. With the sourcing tool, recruiters can search a phrase like “I want to hire engineers in Texas,” and profiles of people that may meet those criteria appear, as do other specific skills that may be related to the role. They can also send messages written with generative AI and set automatic fol…
Most industries have some kind of private discussion forums, which could be sponsored by a professional organization or related media company or just some guy. Those used to be email lists and web discussion forums but now some have moved to Slack or Discord. Find those forums for industries where you're interested in working and start actively participating.
Re: Recruiters are going analog to fight the AI application overload
#30My 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.
I can understand having to respond if it's been 8 months, but this is a pretty big red flag that the company doesn't respect humans.