It’s still crazy to me that a candidate can apply to a job while it’s still accepting applications, be the most qualified person in the entire pool…and never even be seen.
I talk with talent acquisition teams regularly and read recruiters' commentary with job seekers on different platforms, and it's clear that many still review applicants the same way they did years ago.
Start at the top of the list.
Skim resumes until they have enough candidates to interview.
Or search a few keywords to create a shortlist.
That might be 10–20 candidates from the first 100 applicants, and if you are applicant number 285, or you didn’t use the right keywords on your resume, you aren’t even seen.
The issue is that our industry hasn’t given recruiters better solutions. Meanwhile, job seekers are led to believe that simply applying to more jobs is the key to being seen, so they use Easy Apply and AI tools that can apply to thousands of jobs for them while they sleep.
It’s the wrong direction, and things have gotten worse.
Recruiters are buried in noise.
Qualified candidates can become invisible.
This is where AI is helpful.
Instead of forcing recruiters to manually review hundreds or thousands of resumes and make judgment calls on if someone possesses the right skills and experience to excel based on how they may have presented themselves, AI can analyze the entire applicant pool and instantly surface the strongest matches.
That means automating the grunt work to accelerate conversations with the most qualified candidates.
And every applicant has a fair shot at being seen.
I know there is a debate in the industry on if AI can do this ethically, or if it will simply further discrimination after being trained on bad data.
This is one of the problems we’re focused on solving with our enterprise workforce development platform. If you’re curious how we’re approaching it: https://www.myjobflow.com/ai-solutions-workforce-development-innovation
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