Finding a job is like a game with society. We need to identify our strengths, understand the company's candidates' needs, and measure whether our abilities and experience are the right fit for the role.
When creating a resume, we will patiently polish our work experience, project results and skills like a sculptor, hoping to present a beautiful piece that will attract the attention of employers.
However, as AI technology gradually penetrates various industries, many people have to risk losing their jobs, some are inventing their own businesses, and others are looking to use AI to improve their job search skills and start a new chapter in the workplace.
Use ChatGPT as a resume, can I get more offers?
In February, online job site Resume Builder surveyed more than 2,000 job seekers and found an interesting conclusion:
Nearly half of job seekers use ChatGPT to help write resumes or cover letters, with 69% feeling a higher response rate.
With the rise of artificial intelligence technology, it will be interesting to see whether the future of some traditional professions such as career planners and resume optimizers is threatened. Some savvy industry insiders have started sharing ChatGPT's resume editing tutorials on TikTok, which has received millions of views.
In addition, there are many posts on social platforms such as LinkedIn that teach you how to automatically complete your cover letter by typing prompt words. One of the candidates only entered a job description and a few previous work experiences, and he was amazed by the results. ”
It basically fills the knowledge of these positions that it knows.
ChatGPT will basically populate the resume template based on the knowledge of the position it has acquired. AI resume generation platforms are rapidly emerging. But these platforms are faster, but also more expensive.
One of the resume generation platforms based on GPT-4 technology is kickresume, users only need to enter the desired position, generate "work history" in seconds, and then users can freely edit, delete, extend or regenerate resumes. After the free trial, the subscription fee starts at $5 per month.
GPT-4 is ideal for generating structured documents such as resumes.
In fact, before the introduction of GPT-4 technology, the company's services were already operating on a data-driven model. They offer more than 20,000 possible phrases for more than 3,200 positions, and users only need to find the corresponding phrases, combine them smoothly, and quickly generate a first draft of their resume.
Similar AI resume tools are no longer an example, but they basically have the following features:
Analysis: AI will extract information from your current resume or LinkedIn page, and conduct in-depth analysis of its content, structure and language.
Analytics: AI identifies keywords associated with targeted positions.
Customization: Based on the job description, AI customizes personalized recommendations for your resume, which may include reframing certain sentences, adding or removing content, and demonstrating outstanding performance in specific skills or experience.
Of course, these tools are mainly used for the first draft and auxiliary improvement of resumes, and cannot replace personal skills and experience. However, all else being equal, AI may be the key point in determining the outcome or defeat.
At the same time, smart job seekers ask ChatGPT questions about resumes like interviewers, and then start discussions about the target position. Even if it is impossible to accurately grasp the thoughts of human HR, AI can stimulate new thinking in the process.
In addition to mock interviews, ChatGPT can also be applied to real-world scenarios. For example, there is a tool called Ecoute that transcribes audio into text in real time and sends it to ChatGPT, where AI automatically generates answers. If the interviewer is not familiar with some questions, the interviewer can use this "online cheating artifact" to calmly and confidently read the AI-generated answers.
Don't worry, this is not the end, combined with the two major features of improving resumes and mock interviews, we have welcomed an AI career coach named Boris.
First, you can upload your resume for Boris to analyze, and the tool will combine GPT-4 technology with more than 2 million data points to provide you with detailed suggestions for changes, including improving oral expression and correcting spelling mistakes.
Secondly, you can do mock interviews with the help of Boris, which is the most interesting part. An interviewer who looks like a real person appears on the screen and asks questions based on the resume you provided.
After answering the first question, the interviewer will take a minute to evaluate all aspects of your performance, from the content of your response to your body posture, eyes, and dress, and give suggestions on which parts of your answer need to be improved and how to score for improvement, and then you can choose to try again or continue to answer the next question.
Boris costs $5 per month and is primarily geared towards Gen Z students. The founding team believes that Boris is a necessary complement to traditional vocational education, because it allows more students who are not involved in the world and under-resourced to simulate interviews at a very low cost.
Want a job? First pass the fire eye of AI
The job search process is essentially a two-way game, and from the perspective of enterprises, AI technology has already shined in the recruitment process.
In recent years, many Fortune 500 companies have begun to adopt candidate tracking systems (ATS), which can automatically scan resumes for keywords to rank candidates based on their content, streamlining the hiring process.
In a 2022 interview with The Guardian, Ian Siegel, CEO of job search platform ZipRecruiter, said that at least three-quarters of U.S. job seekers' resumes are read by algorithms. ”
If you want your resume to pass the rigorous screening of AI, in addition to using a resume scanning tool, there are some tips available:
Avoid images and special characters, choose common templates, and use concise, clear, quantitative statements to ensure that the keywords in your resume exactly match the job description.
Still, the reasons for being rejected by algorithms are varied, from the absence of certain keywords to the triggering of elusive elimination conditions, like weird rules that cannot be explained.
Joe Fuller, a Harvard Business School professor who has interviewed more than 2,250 executives in the US, UK, and Germany, found an interesting conclusion: 88% of executives know that automated tools may turn some talent away. But for the sake of efficiency and cost, they did it anyway.
Nearly 50% of executives admit that tools reject candidates with a window longer than 6 months outright. In other words, these people do not even have the qualifications to appear in front of HR, even if they are excellent in all abilities.
At the same time, if a candidate scores low on one of the items and the others are close to perfect, they may also be rejected and not as good as competitors who score mediocre in all scores.
Even if the resume passes the machine screening, it is only one stage in the job search process, and there may still be AI-led video interviews waiting for candidates:
In this type of interview, the interviewer is an image on the screen, and the program analyzes the candidate's language and facial expressions in answering the question.
This is completely different from traditional human interviews, where job seekers are confronted with questions that automatically appear on the screen, short periods of time, reduced interpersonal interaction, lack of confidence, and not knowing how well they are performing.
Researchers at the University of Sussex Business School noted that AI interviews are "confusing and unsettling" and that many respondents deliberately act mechanistic in order to make a good impression in front of the algorithm. ”
That is, using AI as a pre-recruitment screening tool to evaluate job seekers based on data and keywords, similar to the MBTI personality test, which divides a wide variety of personality traits into 16 different types for interpretation.
At the same time, it also means that job seekers can use AI tools to tailor resumes and conduct mock interviews, and fight against possible AI interviewers, just like the magic confrontation between magicians.
Why not? Bots will read them, so I'll find a bot to write them.
Bias is still fair, agnostic black box
Whether AI is biased as an interviewer has been a topic of great concern, especially in industries where bias is widespread.
According to a study by the University of California, Berkeley, it is worrying that AI has the potential to embody gender bias, racial bias, and discrimination against people with disabilities.
However, advocates argue that AI can increase diversity in the hiring process and that the emergence of bias can be regularly reviewed. In addition, AI is able to ensure that every resume is evaluated in the same way, which cannot be guaranteed by humans.
Still, regulation of AI recruitment is a necessary move, as the results of AI recruitment affect the lives and career development of job seekers.
As early as last year, New York passed a series of regulations that clearly stipulate that AI recruitment must inform job seekers about the existence of AI software, clarify what data job seekers collect and analyze, and submit to annual review of bias.
For job seekers, while the use of AI in the hiring process may make us feel helpless, there are still some proactive actions, such as learning how to use AI tools.
In addition to recruitment, AI will also affect the workplace on a larger scale, which also requires us to maintain a positive attitude and be good at using technical resources. In the end, it is not AI that determines the success or failure of our workplace, but the people who can use it.
AI not only plays an important role in recruitment, but will also be widely used in the workplace.
In the past, we tried to understand the company's values and culture as much as possible when preparing for a job search. Today, there are people who have developed more advanced methods to analyze companies in depth by using AI.
ZhenFund uses Claude, the latest competitor of GPT-4, to input Zhang Yiming's Weibo content from 2012 to 2016, analyze the main characteristics of the content, speculate on the company's management model and corporate culture, list competitors in international business, predict the company's possible future business, and so on.
Although some of the answers may not be very accurate, the overall results are quite amazing. GPT-4 can be seen as a high-scoring candidate for Stanford undergraduates, while Claude is more like a McKinsey analyst who "reads quantum."
It can be seen that AI will have a broad and far-reaching impact on the workplace, and we need to take these technologies seriously and be good at applying these technologies.
Just as we can analyze the social media information of people like Zhang Xiaolong to understand their personality, preferences, and product insights, AI can also help companies better manage their talent by systematically analyzing HR data.
For example, HR technology company Beamery launched TalentGPT, a generative AI for HR in March this year, which integrates Beamery's internal big language models with external models such as GPT-4, tracking more than 17 billion data points about job applicants, companies, skills and jobs. TalentGPT can provide personalized services to managers, job seekers, HR and employees, such as generating new job descriptions based on missing skills or guiding employees for promotion.
With the help of AI, businesses can manage talent more effectively and handle recruitment and HR in a smarter and more human way.
When AI becomes more and more invasive into all aspects of life, it seems that every social activity we participate in can be interpreted as data, and then find the best possible solution. As Sun Yanzi said in response to AI Sun Yanzi, everyone is not very special:
No matter how personalized, special, or unusual you are, you've actually become predictable and customizable.
This is because our knowledge and information is hand-coded, digitized, structured, and used to train AI. While AI may sometimes act like an opaque black box, it can also provide insight into human characteristics and become a mirror of humanity. Therefore, we need to follow the logic of AI to shape its ideal self. It also means understanding how best to interact with AI and adapt to the ever-changing development of AI.
ChatGPT domestic version vx search for a word