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When I was growing up, way before artificial intelligence captured the zeitgeist, applying for a job was relatively simple: Print out a fancy resume, dress smart, and be ready to interview, in person.
Those old rules no longer apply.
Over the last two decades, digital technologies have radically transformed the employment landscape. Automated software, colossal professional databases, and one-click applications now dominate the hiring and recruitment process.
If you’ve been job hunting recently, chances are you’ve interacted with a resume robot, a nickname for an Applicant Tracking System, or ATS. In its most basic form, an ATS acts like an online assistant, helping hiring managers write job descriptions, scan resumes, and schedule interviews. As artificial intelligence advances, employers are increasingly relying on a combination of predictive analytics, machine learning and complex algorithms to sort through candidates, evaluate their skills and estimate their performance. Today, it’s not uncommon for applicants to be rejected by a robot before they’re connected with an actual human in human resources.
The job market is ripe for the explosion of AI recruitment tools. Hiring managers are coping with deflated HR budgets while confronting growing pools of applicants, a result of both the economic downturn and the post-pandemic expansion of remote work. As automated software makes pivotal decisions about our employment, usually without any oversight, it’s posing fundamental questions about privacy, accountability, and transparency.
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Zooey Liao/CNET
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