How to Get Hired When AI Does the Screening

The current job market is tight, and not just because of recent layoffs and stagnant hiring. AI and automation are changing the hiring landscape at all levels, and those on the hunt for a new opportunity can no longer ignore AI’s impact on their job search strategy. Understanding how companies are leveraging AI for hiring is critical for landing your next job. Here are five ways to prepare for an AI-based hiring process, from your resume to interviews. Applications, Resumes, and Cover Letters With such a competitive market, recruiters don’t have time to look at every application. Consider these tips to help ensure your resume surfaces to the top of the candidate pool. Change your narrative.

When updating your resume, develop a strong narrative that shows recruiters and hiring managers your unique, AI-resistant capabilities. Start by mapping out your current work. Determine which tasks might soon be accomplished through AI and automation or whether your entire job could become obsolete. For example, some big banks have said they’re looking to automation to replace much of junior investment analysts’ work.

Therefore, current investment analysts may need to pivot within the finance sector to a new role by developing skills technology will likely never master: work that requires a human touch, such as relationship-building, decision-making, personalization, influence, and stakeholder alignment. Identifying your skills outside of what can be automated will help you clearly articulate how your capabilities can complement or even enhance new technologies as they proliferate your field. As AI and automation advance, you may need to adapt your expertise to emerging fields. To understand what job and industry may interest you, start by reflecting on what excites you about your current role.

Going back to the investment analyst example, maybe you enjoy the fast pace, complex problem-solving, or the impact of data-driven decisions. Understanding what drives you can help you identify new career paths that align with your interests. Explore opportunities in AI-related fields such as such as cybersecurity, AI ethics, or AI training, and use resources like the Bureau of Labor Statistics’ Occupational Outlook Handbook to research potential roles. Once you find the right fit, you can craft a compelling narrative that highlights your transferable skills and value in the new field. Understand AI-assisted resume screens.

While AI isn’t expected to entirely replace recruiters, many organizations are relying on AI-powered applicant-tracking systems to screen potential candidates for applicable skills. Systems such as Workday, Oracle HCM, and Greenhouse will surface qualified candidates from internal and external talent sources and then evaluate and rank those candidates for the strongest fit. That’s why it may feel like you’re sending hundreds of resumes and cover letters to a black hole. With 83% of companies reporting they’re using AI features to screen resumes, if your resume doesn’t incorporate nearly all the keywords from the job description, it may never be seen.

For example, if you’re applying for a job in business operations and leave out the most obvious core competencies (i.e., keywords) for this type of role—for example, strategic planning, operational efficiency, process optimization, performance metrics, continuous improvement, digital transformation, and change management—the AI program could determine you’re not qualified for the position, even if you know your skills are perfect for it. Use AI…sparingly. Just because companies are using AI to screen candidates doesn’t mean you should rely on AI to draft your resume and cover letter from scratch. Companies are becoming savvier to AI-generated content, which may not work in your favor.

In 2023, Gartner reported that 69% of HR professionals surveyed used applicant-tracking software to spot applications or resumes with AI-generated copy. Further, nearly half of respondents revealed they have a separate evaluation process for AI-generated resumes, with 8% reporting that they deprioritize AI-generated resumes and applications. Even AI company Anthropic is asking job applicants to certify that they didn’t use AI in the application process because it prevents them from assessing applicants’ communication skills.

While Gemini, ChatGPT, or Copilot may be helpful in creating concise bullet points, they don’t know your accomplishments and may create similar-sounding language for anyone applying for the same job. Therefore, you should only rely on AI tools to align your already drafted resume with the keywords for specific careers. For example, you could use a prompt like, “Provide me all possible keywords for hard and soft skills for business operations jobs.” Or you could input the job description and your resume into the AI program and prompt, “Tell me what keywords and responsibilities from the job description are missing from my resume.” Then review the keywords or responsibilities that are relevant to your specific experience and organically incorporate them into your resume and cover letter.

It’s not just resumes that shouldn’t be created from scratch with AI. AI-generated cover letters sound inauthentic, lack passion, and can read as generic, formal, or too “perfect” compared to how a human would communicate information. If you prompt AI to “Draft a business operations cover letter,” for example, everyone else who asks the same question will be submitting the same cover letter, and companies may dismiss your application without taking the time to understand whether you have the exceptional written communication skills you purport to have on your resume. Bottom line: Use AI as a finishing tool, not a starting tool.

Take the time to write your own resume and cover letter, then use AI to refine them for clarity and conciseness. Interviews AI is also taking the place of human interaction at the beginning of the interview process. Many job seekers now need to impress an algorithm instead of creating that instant human connection. Prepare for AI-assisted interviews. Many companies are using AI technology such as HireVue, VidRecruiter, CodeSignal, and Brazen to pre-screen candidates through written and video questions. These programs assess the answers to surface top candidates for recruiters.

But simply receiving a request for a video interview doesn’t necessarily mean you’re in the hiring process—some companies send these questions out to everyone who applied for the job or to a selection of people whose resumes were surfaced by AI-screening software. So what’s the key to advancing in this process and eventually getting to talk to a human? You need to get comfortable talking to a screen that has no reaction or follow-up questions and gives no indication whether you’re answering the questions well. AI-generated screening questions tend to be basic, so prepare answers to the most common questions in advance. Think: What makes you unique? Can you tell us a little about yourself?

Why are you the right fit for the role ? Why do you want to work here? How does your skillset match the position? What else would you like to contribute to this interview? Next, practice answering these questions in advance, and record yourself. AI tools such as Interview Prep AI, Interview AI, Huru, and Interview Warmup ask you common interview questions and then assess your answers for completeness and use of keywords. Some tools can even give feedback on your body language and vocal delivery. This type of feedback can help you feel confident about answering questions with the right energy, body language, and information before doing any interviews with a human.

Note that, when you’re invited to record answers for a pre-screen interview, many companies will provide up to three minutes to answer the question. Recruiters I spoke with while researching my most recent book recommend using no more than two minutes to answer a question, because at all levels, you’re expected to know how to synthesize information into concise, clear answers using applicable keywords aligned with the roles and responsibilities in the job description. Overtalking won’t increase your chances of passing the screen. Ask about AI progress.

Because the tech landscape continues to change rapidly, once you get the opportunity to interview with a human, you’ll want to get a sense of whether and how the company is using AI. For example, you might ask, “How is the company and this specific function innovating with AI and automation?” and “What kinds of upskilling and reskilling programs does the company offer for those whose jobs will be made obsolete by AI?” Understanding an organization’s progress in AI implementation can give you insight into what your long-term success might look like there. Why?

Because McKinsey & Company is reporting that AI could automate up to 70% of business activities by 2030, and Goldman Sachs says 300 million jobs could be displaced. If you determine that you’re applying to a company already implementing AI, you may have less fear that your job will disappear in a year or two because the company is already seeking new competencies to complement their AI programs. Companies that aren’t AI innovators quite yet may be hiring for skillsets to keep them operating while discussing AI implementations, which could put your job at risk in the future. . . .

Being knowledgeable about how AI impacts the hiring process and your job can give you an edge in making sure your application gets to the top of the pile. Further, in your interviews, you’ll be able to position yourself not only as a capable professional, but one who’s eager to evolve your skillset along with AI.