AI-Proof Career Management

In career management, AI is used by job seekers for resume and social media profile development and preparation for AI interviews, and by companies for reviewing resumes and conducting interviews.

Interviews

I recently coached a client through interview preparation and simulations. When she joined the interview, AI conducted it. She had the option to choose an avatar or a human-looking interviewer. She was caught off guard; she thought the interview would be conducted by a human.

During the interview, she asked a question because she did not understand the AI interviewer’s question, or she missed part of it, and the AI was not able to respond, so it started over again. So, my client was a bit rattled. If she had known the interview would be conducted with AI, she would have prepared mentally and appropriately.

 So, I am now coaching my clients to be prepared for both human-led and AI-led interviews. I am also coaching my clients to ask their HR point of contact, which might be a bot, if AI or a human will conduct the interview.  Either way, my clients need to be prepared.

AI interviewers can monitor and detect cues such as whether a client is lying; body language, eye contact, sighs, and more. In-between chatter, “ums”, and shifts/sounds will not work well in AI interviews. I coach my clients to prepare their stories in the CPR (Context, Process, Results) format and to share enough information to ensure the AI absorbs the stories and results. Short yes-and-no responses to AI interview questions, or minimal responses, will not score well.

 Longer, clear (CPR), orderly responses that highlight strong results and include real outcomes and metrics create better transcripts. Results should be qualified or quantified, accomplishment stories should be in story format (CPR/Beginning, Middle, End), and the career journey should be clear, understandable, and in order.  AI interviewers are not looking for big, fancy language; rather, they are listening for keywords and messages related to the position and the candidate’s knowledge of the company.  AI interviews require that applicants study and research the company and the position.

 The AI will create a transcript for the hiring officials that includes the applicant’s responses to the posed questions and a summary of hard and soft skills, as well as experience, that match the position description.

 AI interviews are considered better structured and more consistent than human interviews, since humans can forget to ask questions or could be distracted by the day or events in their personal or work lives.

However, at the end of all the AI interviews, the human making the final hiring decision wants to meet the applicant in person and form an opinion on likeability and cultural fit based on the team’s and the company’s needs.

 Here is a short list of AI interview programs:

• HireVue: It uses AI avatars for video interviews to assess candidates’ responses and body language
• Interviewing.io: Simulates technical interviews to help applicants practice in a realistic environment
• Pymetrics: Uses AI-driven avatars to create an interactive assessment to evaluate applicants’ soft skills
• VidRecruiter: Can detect things like deep fakes in audio and video pre-recorded interview responses and identify candidates who record answers in advance and stream them to bypass screening

Resumes & LinkedIn Profiles

AI can be used as a tool to develop a resume, social media profiles, and other written career management documents. However, even when the best possible prompts are used and the resume is created with AI, it must still be proofread and edited by a human to ensure the writing and stories sound like the applicant and do not sound AI-generated. I have spoken with many recruiters and hiring managers who informed me that AI-written resumes are all very similar and that they can detect them.

 I recommend to my clients to use AI as a tool, not a dependency, for resume writing.

 Also, one of my clients built his resume with his contact information in the header and used QR codes for his LinkedIn profile and online portfolio.

Most recruiters that I speak with prefer a URL to a scan code. Scan codes may appear as a graphic in an ATS or may simply be too much of an extra step for a recruiter to use to review an applicant’s online portfolio or LI profile.  A URL to an online portfolio and/or LI profile is much more expedient and ensures that a recruiter has access to the online location. Also, some recruiters/HR professionals consider a scan code as a potential cyber/malware security risk.

 For specific tech jobs, a QR code may be appropriate and considered modern; it is definitely appropriate at job fairs. The client needs to research the company.

Applicant Tracking Systems

Most ATS are software tools that help automate the hiring process (e.g., Oracle, SAP, Workday, Jobvite, Greenhouse). Some include AI to parse resumes. Most do not scan well with graphics, images, tables, large files, heavy design elements, columns, atypical fonts, and other formatting. Content in headers and footers is rarely included in a scan. Most ATS parse resumes into basic categories, e.g., summary/profile, experience, education, awards, job titles, months and years of experience, locations, and the like.

 Applicants with extensive design formatting should ensure their resumes are read as a “paper” document rather than being placed into an ATS. Companies and job boards that require applicants to fill in their online/custom application form ensure the candidate’s information is properly read and parsed. Also, in some online applications, there are spaces to add URLs for social media and online portfolios.

The Human Touch

Despite the use of AI, the human touch is still necessary for effective career coaching. As a career coach, I prepare my clients to develop their accomplishment stories with value-laden metrics and results for employers, and to craft a robust career journey to regale in AI- or human-managed interviews, networking, and communications on social media or in person. 

 Job seekers now need to consider jobs, disciplines, and industries that are more AI-proofed, including jobs in the healthcare industry (nurses, long-term caretakers, x-ray technicians, doctors), trades (plumbers, electricians, welders, and construction workers), AI-focused positions, cyber security, coaching, teaching, insurance, some sales, and others.

 For those seeking entrepreneurial ventures, money-making businesses that provide good income include laundromats, lawn care, snow removal, storage units, and vending machines.

 My clients need to consider what they value, their purpose, and goals that better align with jobs that will not be immediately impacted by AI. AI is a tool to support businesses, including career coaching businesses; however, a human can guide a client to make career decisions, learn about industries and available jobs, and prepare their career success journey. Career coaches listen and empathize with clients; they understand the grief cycle in employment caused by lay-offs, firings, salary decreases, micromanagers, long commutes, changes to the workplace and management, demotions, and more.

 We coach our clients to become AI-proofed and job-search-proofed.