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A former recruitment consultant has shared her ‘hack’ for getting past the initial screening process when applying for jobs.
Now a TikTokker, Anya Kitt said in a video – that’s since gone viral, with over 950,000 views – that job seekers who want to get past the AI software that’s widely used to screen applicants can do so by typing the list of duties required in the job advertisement into the CV’s margins (in Microsoft Word) then turning the text to white. This, she says, will ensure the invisible text is picked up by the algorithm, guaranteeing that the applicant gets through the next stage of the application process.
“The reason why is that there’s an algorithm and these keywords will get you past the initial screening process, which is all robotic, to an actual person,” Kitt explains in the video.
“We used to do this as recruiters all the time to get our candidates in above the rest. It’s not the most ethical but neither are these f***ing screening algorithms so use the system,” she added.
However, the dailydot reports that her video immediately received pushback, with some viewers claiming that her advice was out-of-date and that recruiters had wised up to this trick. In response, Kitt admitted that she’d last used the ‘hack’ seven years ago.
“I do not know if it still works, I am not advocating for it, I merely told you what we did that got candidates in the door,” she said.
Widespread use
The use of AI software in recruitment is widespread. A 2017 study by Deloitte revealed that 33% of HR teams were already using AI software to deliver HR solutions, including around recruitment – a number that’s likely to have increased since then. And there’s no secret to its popularity; recruitment is a time-consuming business.
David Windley, President of IQTalent Partners, an on-demand talent acquisition and executive search firm, says that 40% of a recruiter’s time can be spent sorting through CVs and entering data into an ATS. The Undercover Recruiter reports that recruiters receive on average 54 CVs for every job advertised. Clearly, automating some of this process frees up time for HR professionals to get on with other aspects of their work.
Equally importantly, the use of AI software is thought to create a fairer, more equitable hiring process by eliminating at least some of the element of human bias. Unconscious racism, ageism and sexism can all influence the hiring process; according to BrightTalk, “79% of HR professionals agree that unconscious bias exists in both recruitment and succession planning decisions”. Left unchecked, this unconscious bias can lead to an inequitable, non-diverse company culture that stifles growth and productivity, and many HR professionals see AI recruitment software as one solution to this problem.
The problem with this, though, is that AI is not truly unbiased. It relies on the data it receives and if this is flawed or biased, then this will impact on the AI outcomes. This is demonstrated by a recent case involving Amazon’s use of AI to reduce bias – the retail giant discovered that, because the system was using inputted data from ten years ago to make decisions, it developed an unconscious bias against female candidates.
Unreliable
It can also be unreliable. Some AI systems struggle with the use of more unconventional fonts and images in CVs – and others reject good candidates because they don’t meet all of the criteria of the job description, even though they may have other attributes or experience that make up for minor shortfalls. This is likely to have a particularly negative impact on those from minority backgrounds, privileging the highly educated and experienced – typically white males.
Indeed, the trade unions have already warned that, far from helping with unconscious bias, the use of AI could be creating more inequality in the workplace. TUC general secretary Frances O’Grady said: “AI at work could be used to improve productivity and working lives. But it is already being used to make life-changing decisions about people at work - like who gets hired and fired.
“Without fair rules, the use of AI at work could lead to widespread discrimination and unfair treatment – especially for those in insecure work and the gig economy,” she added.
AI in Hiring: Trends, Insights and Predictions
As AI revolutionizes the recruitment life cycle at warp speed, HR leaders must stay informed about AI’s advantages and its current shortcomings.
How can we adopt these tools to stay competitive and efficient while retaining the human touch that remains critical to optimizing candidate experience, making informed decisions, and, ultimately, building strong teams and cultures?
That is our industry’s biggest challenge as we navigate this new terrain. We hope these insights, tips, and predictions will help drive innovation and excellence in your hiring practice.
Despite this, however, many HR professionals are committed to AI as the future of recruitment. According to research by Tidio, around 95% of HR professionals think AI could help with the recruitment process. Indeed, their research suggests that 79% of recruiters believe that people won’t have to be involved in the recruitment process at all in the near future.
For candidates, then, it’s a case of making AI technology work for them. And, while there may be no quick ‘hack’ – as suggested by Anya Kitt – for applicants to ‘get round’ the AI recruitment software, there are positive steps that candidates can take to ensure that their CV is picked up. Researching job description key words then embedding them in their CV, and keeping the CV format simple, will increase their chances of being called in for an interview.
From a recruiter’s perspective, too, it’s a matter of making sure AI works for them. Remember that all AI programmes aren’t created equal and find one that best suits the needs of your organisation. Remember, too, that AI is a tool for helping build a positive candidate experience – but isn’t a substitute for human intervention. After all, nobody knows better than the hiring manager what’s right for your particular organisation.
