The current job market is tight, not just because of recent layoffs and stagnant hiring. A and automation are changing the hiring scenario at all levels, and those looking for a new opportunity can no longer ignore the impact of AI on their job search strategy.
Understanding how companies are using AI to hire is critical to getting their next job. Here are five ways to prepare for an AI -based hiring process, from its resume to the interviews.
Applications, resumes and presentation letters
With such a competitive market, recruiters don’t have time to analyze all applications. Consider these tips to ensure your resume appears at the top of the candidate list.
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Change your narrative – When updating your curriculum, develop a strong narrative that shows recruiters and hiring managers their unique and AI -resistant abilities. Start mapping your current work. Determine which tasks can be performed soon by AI and automation or if your entire work can become obsolete.
For example, some large banks have stated that they are seeking automation to replace much of the work of junior investment analysts. Therefore, current investment analysts may need to reinvent themselves within the financial sector, developing skills that technology will probably never master: work that requires a human touch, such as relationship construction, decision making, personalization, influence and stakeholder alignment.
Identifying your skills outside of what can be automated will help to clearly articulate how your abilities can complement or even improve the new technologies that proliferate in your area.
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Adapt your expertise to emerging fields – As AI and automation advance, you may need to adapt your skills to emerging areas. To understand which job and industry you can interest you, start by reflecting on what enthusiasm you in your current role.
Returning to the example of the investment analyst, you may enjoy the fast pace, the resolution of complex problems, or the impact of data -based decisions. Understanding what motivates you can help identify new professional paths aligned with your interests.
Explore opportunities in AI -related areas such as Cybersecurity, AI ethics or AI training, and use features such as Occupational Outlook Handbook from Bureau of Labor Statistics to research possible functions. When you find the right fit, you can create a convincing narrative that highlights your transferable skills and your value in the new field.
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Understand the screening assisted by IA – Although AI should not completely replace recruiters, many organizations are using AI candidate tracking systems to filter applicable candidates. Systems such as Workday, Oracle HCM and Greenhouse highlight qualified candidates from internal and external sources and then evaluate and classify these candidates for the best fit. So it may seem that you are sending hundreds of resumes and presentation letters to a black hole.
With 83% of companies reporting the use of AI resources for curriculum screening, if your resume does not incorporate almost all keywords of the work description, it can never be seen.
For example, if you are applying for a vacancy in commercial operations and leave out the most obvious essential skills (ie keywords) for this type of function-such as strategic planning, operational efficiency, process optimization, performance metrics, continuous improvement, digital transformation and change management-the AI program can determine that you are not qualified for the vacancy, even your skills are perfect for it.
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Use IA… in moderation – Just because companies use artificial intelligence for screening doesn’t mean you should trust AI to create your zero resume and presentation letter. Companies are getting smarter in relation to AI -generated content, which may not be advantageous to you.
By 2023, Gartner reported that 69% of HR professionals surveyed used tracking software to identify candidates or curricula with AI -generated content. In addition, almost half of respondents revealed that there are a separate evaluation process for AI -generated curricula, with 8% reporting that they undermine these curricula and candidates.
Even AI Anthropic’s company asks candidates to make sure they did not use IA in the application process, as this prevents the evaluation of candidates’ communication skills.
Although tools like Gemini, ChatgPT or Copilot can help create concise points, they do not know their achievements and can generate similar language for anyone who is applying for the same job. Therefore, you should use AI tools just to align your already elaborated resume with keywords specific to the vacancy.
For example, you can use a command such as: “Provide all possible keywords for technical and behavioral skills for business operations vacancies.” Or insert the description of the work and your curriculum in the AI program and ask: “Say what keywords and responsibilities of the work description is missing in my curriculum.” Then revise keywords or relevant responsibilities for your experience and incorporate them organically into your resume and letter of presentation.
It is not just curricula that should not be created from scratch with AI. Letters of presentation generated by AI Soam inactive, without passion and may seem generic, formal or “perfect” too compared to human communication.
If you ask AI to “write a letter of presentation for commercial operations”, for example, everyone who makes the same request will send the same letter, and companies can discard their application without assessing if you really have the exceptional written communication skills you claim to have in the resume.
Conclusion: Use AI as a finishing tool, not as a starting point. Spend time to write your own curriculum and letter of presentation, then use AI to refine them, making them clear and concise.
Interviews
AI is also replacing human interaction at the beginning of the interview process. Many candidates now need to impress an algorithm instead of creating an instant human connection.
Get ready for AI-assisted interviews- Many companies use AI technologies such as Hirevue, Vidrecruiter, Codesignal and Brazen to pre-select candidates through written and video questions. These programs evaluate the answers to highlight the best candidates for recruiters.
But receiving an invitation to a video interview does not necessarily mean that you are in the hiring process – some companies send these questions to all who have applied or a selection of people whose resumes have been highlighted by AI screening software.
So what is the key to moving forward in this process and eventually talking to a human? You need to get used to talking to a screen that doesn’t react, does not ask follow -up questions and does not indicate if your answers are good.
The questions generated by IA tend to be basic, so prepare answers to the most common questions in advance. Think of:
– What makes you unique?
“Can you tell us a little about you?”
– Why are you the ideal candidate for the vacancy?
– Why do you want to work here?
– How do your skills correspond to the position?
– What else would you like to contribute to this interview?
Then practice answer them and seriously. AI tools such as Interview Prep Ai, Interview Ai, Huru and Interview Warmup ask common interview questions and evaluate their answers about the completeness and use of keywords. Some tools even give feedback on their body language and vocal intonation.
This type of return can help you feel confident to respond with the right energy, body language and information before human interviews.
Ask about the progress of IA – Since the technological scenario changes quickly, when you have the opportunity to interview with a human, try to understand if and how the company is using IA. For example, you may ask, “How are the company and this specific function innovating with AI and automation?” And what types of training and requalification programs does the company offer to those who will have the work made obsolete by AI? ”
Understanding the organization’s progress in implementing AI can give you an idea of your long -term success there. Why? Because McKinsey & Company reports that AI can automate up to 70% of business activities by 2030, and Goldman Sachs estimates that 300 million jobs can be displaced.
If you realize that you are applying for a company that already implements IA, you may be less afraid of losing your job in a year or two, as the company already seeks new skills to complement its AI programs. Companies that are not yet innovative in AI may be hiring skills to maintain the operation while discussing AI implementations, which can put your job at risk in the future.
Being informed about how AI impacts the hiring process and your work can give you an advantage to ensure your application reaches the top of the list. Also, in the interviews, you can position yourself not only as a capable professional, but as someone willing to evolve your skills along with AI.
C.2025 Harvard Business Review distributed by the New York Times Licensing
