The current job market is tight, not just because of recent layoffs and stagnant hiring. Artificial intelligence and automation are changing the hiring scenario at all levels, and those looking for a new opportunity can no longer ignore AI impact on their job search strategy.
Understanding how companies are taking advantage of AI to hire is critical to getting their next job. Here are five ways to prepare for an AI -based hiring process from your resume to interviews.
Application, resumes and letters of presentation
With such a competitive market, recruiters do not have time to analyze all registrations. Consider these tips to help ensure your resume appears at the top of the candidate group.
Change your narrative
When updating your curriculum, develop a strong narrative that shows recruiters and hiring managers their unique and AI -resistant resources. Start mapping your current work. Determine which tasks can be performed soon through AI and automation or whether your entire work can become obsolete.
As AI and automation advance, it may be necessary to adapt your experience to emerging fields. To understand which work and sector may interest you, start by reflecting on what enthusiasm in your current function. Understanding what drives you can help you identify new career plans that align with your interests.
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Explore opportunities in AI -related areas, such as Cyber Security, AI ethics or AI training, and use features such as the Occupational Perspective Manual of the Office of Labor Statistics [um órgão do Departamento do Trabalho dos EUA] to research possible functions. Once you find the right fit, you can create a convincing narrative that highlights your transferable skills and value in the new field.
Understand the curriculum screens assisted by
Although it is not expected to completely replace recruiters, many organizations have artificial intelligence candidate tracking systems to select potential candidates for applicable skills. Systems such as Workday, Oracle HCM and Greenhouse will present qualified candidates from internal and external talent sources and then evaluate and classify these candidates for the strongest adjustment.
With 83% of companies reporting that they are using AI resources to filter resumes, if their resume does not incorporate almost all keywords of the work description, it can never be seen.
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Use AI… moderately
Just because companies are using IA to select candidates, it doesn’t mean you should rely on AI to write your resume and zero presentation letter. Companies are becoming more experienced in AI -generated content, which may not work in your favor. In 2023, Gartner reported that 69% of human resources professionals surveyed used candidate tracking software to identify applications or curricula with AI -generated copy. In addition, almost half of respondents revealed that there are a separate evaluation process for AI -generated curricula, with 8% reporting that they do not prioritize AI -generated curricula and applications. Even AI Anthropic’s company is asking job candidates to make sure they have not used it in the application process because this prevents them from evaluating candidates’ communication skills.
Although Gemini, ChatgPT or Copilot may be useful in creating concise markers, they do not know their achievements and can create a similar language for anyone who applies to the same job. Therefore, you should only count on AI tools to align your curriculum already elaborated with keywords for specific careers.
In short: use AI as an finishing tool, not an initial tool. Set aside time to write your own curriculum and letter of presentation, and then use AI to refine them for greater clarity and conciseness.
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Interview
AI is also replacing human interaction at the beginning of the interview process. Many job candidates now need to impress an algorithm instead of creating this instant human connection.
Get ready for interviews assisted by IA
Many companies are using AI technology, such as Hirevue, Vidrecruiter, Codesignal and Brazen, to pre-select candidates through written and video questions. These programs evaluate the answers to reveal the main candidates for recruiters. But simply receiving a video interview request does not necessarily mean that you are in the hiring process – some companies send these questions to everyone who applied for the job or a selection of people whose curricula were displayed by AI screening software.
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So what is the key to moving forward in this process and eventually being able to talk to a human? You need to feel comfortable talking to a screen that has no reaction or follow -up questions and does not give any indication if you are answering the questions well.
IA -generated screening questions tend to be basic, so prepare the answers to the most common questions in advance. Think:
– What makes you unique?
“Can you tell us a little about you?”
– Why are you the right person for the function?
– Why do you want to work here?
Then practice answer these questions in advance and register. AI tools, such as Interview Prep Ai, Interview Ai, Huru and Interview Warmup, ask common questions in interviews, and then evaluate their answers to integrity and use of keywords. Some tools may even feedback on your body language and vocal delivery. This type of feedback can help you feel confident to answer questions with energy, body language and right information before doing any interview with a human.
Ask about the progress of IA
As the technological scenario continues to change quickly, as soon as you have the opportunity to interview a human, you will have a sense of if and how the company is using AI. For example, you may ask, “How are the company and this specific function innovating with AI and automation?” And what types of qualification and requalification programs does the company offer to those whose jobs will be made obsolete by AI? ”
Understanding an organization’s progress in implementing AI can provide information on how its long -term success can be. Why? Because McKinsey & Company is reporting that AI can automate up to 70% of business activities by 2030, and Goldman Sachs says 300 million jobs can be displaced.
If you determine that you are applying for a company that already implements IA, you may be less afraid that your job will disappear in a year or two, because the company is already looking for new skills to complement its AI programs. Companies that are not yet innovative in AI may be hiring skill sets to keep them operating while discussing AI implementations, which can put their work at risk in the future.
Knowing how AI affects the hiring process and your work can give you an advantage to ensure your inscription reaches the top of the pile. Also, in your interviews, you can position yourself not only as a capable professional, but also as an eager to evolve your skill set along with AI.
c.2025 Harvard Business School Publishing Corp. Distribuído pelo New York Times Licensing
