AI systems are increasingly powerful job-market gatekeepers. After scanning résumés, they hurl most applicants into a digital black hole.
By Sue Shellenbarger Dec. 16, 2019 5:30 am ET Job seekers often spend hours online researching employers and polishing their applications and résumés. Then they hit send.Looking for a job is hard enough without being rejected by a robot. But applicant-screening and tracking systems are increasingly powerful job-market gatekeepers. After scanning résumés, they hurl most applicants into a digital black hole.
These systems scan résumés and applications for keywords showing hard skills, such as financial analysis or cybersecurity, and sometimes for softer skills, like team leadership. They may ask knockout questions for must-have attributes, such as whether you can work at a particular location. Some use text tools or chatbots to administer skills tests.
Share Your Thoughts What’s your best advice on how to make sure a job application gets a full look from employers? Join the conversation below. High performers may share traits that have nothing to do with job performance, skewing outcomes, says Mark Girouard, a Minneapolis attorney who advises employers on pre-employment screening. One vendor built a résumé-screening tool that tagged being named Jared and playing high school lacrosse as factors predicting success. “The system didn’t have a very deep set of learning data,” he says. The employer didn’t put it to use.
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