Despite the great work being done around Open Recognition, the main use case for digital credentials remains helping people get jobs. Which means that I’ve spent over a decade, on and off, being forced to think about the interface between people wanting to be hired, and those who want to hire those people.
This article talks about job seekers using AI tools to automate applications. In the example given, the system used sent 5,000 applications on behalf of someone, which landed them 20 interviews. They’d previously got the same number of interviews from manually applying to 200-300 jobs, but it was a lot less work.
Credentials are always a form of arms race if we’re always stacking them vertically like the sheets of paper in the image below. Open Recognition allows us to think about a more wide-ranging set of skills, but it requires people in HR departments to think differently. Sometimes it’s about quality over quantity.
Many job seekers will understand the allure of automating applications. Slogging through different applicant tracking systems to reenter the same information, knowing that you are likely to be ghosted or auto-rejected by an algorithm, is a grind, and technology hasn’t made the process quicker. The average time to make a new hire reached an all-time high of 44 days this year, according to a study across 25 countries by the talent solutions company AMS and the Josh Bersin Company, an HR advisory firm. “The fact that this tool exists suggests that something is broken in the process,” Joseph says. “I see it as taking back some of the power that’s been ceded to the companies over the years.”
Source: AI bots can do the grunt work of filling out job applications for you | Ars Technica
Recruiters are less enamored with the idea of bots besieging their application portals. When Christine Nichlos, CEO of the talent acquisition company People Science, told her recruiting staff about the tools, the news raised a collective groan. She and some others see the use of AI as a sign that a candidate isn’t serious about a job. “It’s like asking out every woman in the bar, regardless of who they are,” says a recruiting manager at a Fortune 500 company who asked to remain anonymous because he wasn’t authorized to speak on behalf of his employer.
Other recruiters are less concerned. “I don’t really care how the résumé gets to me as long as the person is a valid person,” says Emi Dawson, who runs the tech recruiting firm NeedleFinder Recruiting. For years, some candidates have outsourced their applications to inexpensive workers in other countries. She estimates that 95 percent of the applications she gets come from totally unqualified candidates, but she says her applicant tracking software filters most of them out—perhaps the fate of some of the 99.5 percent of Joseph’s LazyApply applications that vanished into the ether.