https://archive.is/I3WjA
Recruiters are going analog to fight the AI application overload
61–70 of 119 posts
Re: Recruiters are going analog to fight the AI application overload
#62To dang, is this a bug? This was posted 8 minutes ago with 8 points yet has 40+ comments
https://news.ycombinator.com/item?id=40265420 made the front page but chapulin was the first user to post the article and I wanted them to get the credit. Their original submission was too old to re-up (a la https://news.ycombinator.com/item?id=26998308) so I made a fresh copy of it and moved the comments.
It does make the timestamp thing (https://hn.algolia.com/?dateRange=all&page=0&prefix=true&que...) even more confusing than usual. Sorry!
Re: Recruiters are going analog to fight the AI application overload
#63Fo 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.
Can you please make your substantive points without swipes? Your comment would be just fine without that first bit.
Re: Recruiters are going analog to fight the AI application overload
#64Is it possible to waste a recruiters time?
Out of pure frustration, I have written code to do this.
Re: Recruiters are going analog to fight the AI application overload
#65A new problem I'm facing on the hiring end is an influx of imposters from Asia. Everything they claim is a lie, from their name, citizenship, location, picture, to their job history. They even set up fake company sites. And of course they use LLMs to help them pass the interview. I assume it's so they can bilk gullible companies and perhaps do some corporate espionage. I don't know. I haven't encountered anyone try to deepfake their voice and appearance but I assume it's a question of time.
Telltale signs: stilted English, poor internet connection, lack of LinkedIn connections, and an inability to drill down on their fake histories. One claimed to have contributed to an open source BI project while working at Facebook, so I pulled up its GitHub repo and said "Let's see your code". "It's on Gitlab!" he protested. No, it's not; I'm staring at it on GitHub. Another claimed to have worked as a front-end engineer at Netflix. Great, I have friends there. Which team? "The front-end team". I understood that you were a front-end engineer, but which team? Again: "The front-end team!"
In that instant I recalled the scene in Coming to America where Eddie Murphy's character is asked about his education and he confidently replies that he's attended "The University of the United States".
https://getyarn.io/yarn-clip/4378beae-fdfb-4e6b-a7a9-667f365...
Re: Recruiters are going analog to fight the AI application overload
#66This 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.
Re: Recruiters are going analog to fight the AI application overload
#67If 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.
Re: Recruiters are going analog to fight the AI application overload
#68The interesting thing to me reading this is that it's basically saying how much recruiters and hiring managers dislike/are wary of this AI-infused job application process. On the flip side, I've heard tons of complaints on the other side from job seekers: not just that job hunting is hard in a down market, but that the reign of modern ATSes means that it's a constant "battle against the algorithm" to even get noticed…
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Re: Recruiters are going analog to fight the AI application overload
#69> 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.
+1! think your local tech scene (my city has a general dev slack), language or framework specific chats for web or mobile dev, hackathons/conferences, etc.
Would personally stay away from anyone offering to be part of a “community” for a fee
Re: Recruiters are going analog to fight the AI application overload
#70Serves 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…
It would be interesting if they just went back to paper resumes and applications. That takes effort, only a little bit, but it takes effort.