A question I am often asked is about the role of artificial intelligence in CV analysis and how candidates can create a winning CV that will pass the robots and AI system and end up in the hands of HR.
Here's what I can share with you about writing your CV so that it can successfully pass artificial intelligence software: CV analysis programs use natural language processing to sift through resumes. In doing so, these programs mark a CV according to the suitability of the candidate for the job. The programme does this mainly by searching for keywords and expressions related to keywords in the CV itself.
You will often find these keywords in the job advertisement. These keywords generally correspond to the knowledge, skills and abilities that a company is looking for in the ideal candidate. They often include the tasks of the position. Most often, the most important keywords can be found in the job description. Indeed, human resources managers are trained to use the job description to determine which candidates are qualified for a vacancy.
The AI algorithm will examine CVs to find keywords or concepts in the CV to match the keywords in the job description. Next, the program will look for job specifications (often called "requirements", although these are often not "required") - the qualifications needed to do the job. These include experience, training, diplomas and certifications. If you are applying for a job as an accountant, you mean you have a bachelor's degree or certificate in accounting. If a company is looking for an accountant with experience working with small businesses, you should highlight your experience in this area on your CV.
Typically, a programme scores a curriculum vitae based on the number or percentage of matches in the curriculum vitae with key words and concepts searches and ranks candidates based on the match. Recruitment managers often focus on an order of magnitude of knowledge, skills and abilities. The most sophisticated programmes can additionally use the dates of a job in a CV and calculate the duration of the position. For example, if a candidate wants four to six years of experience, the programme will do the math to see how close a candidate is to that level of experience.
I told you to make sure that the CV contains the terms that appear in the job description, specifications and skills, but this is not enough. Make sure that the CV provides context for the key words. The company wants a person who is highly skilled in a specific software program? Make sure you have a section that talks about that software. In the area of test design, there are usually very specific statistical skills within a skill group (multiple regression, factor analysis, CAH, etc.).
Candidates could group them together and call them "statistical modelling", but they don't, because they know that these are the most important techniques in psychometrics.
Where can I most often find keyword clues in an online job advertisement?
There are different things to look for. The first concerns formal experiences that are usually found in the demands of the job.
Usually, the length of experience, desired training, degrees and other related skills are to be sought. This is usually reflected in the job specifications/requirements. These are usually elements that are easily observable and measurable on a candidate. I can tell you that I have a degree in psychology. It hangs on my wall.
You can call the University and check it. But you can't easily measure how I have led teams or managed complex processes.
The second key index concerns know-how. Do the candidates' skills match what we are looking for? Have they demonstrated their ability to write questionnaires, conduct interviews, make analyses, report to company management, etc.? Thirdly, some skills are less tangible, but extremely important, are soft skills. Things like "people management", "project coordination", stress management, or other expressions suggesting their ability to perform a task.
A job description may state that the company wants a candidate to "manage a project from inception to completion". So you want to highlight how you have carried out end-to-end projects. More sophisticated programmes have different ways of linking the text of CVs to analyse what is being communicated. Finally, there is a certain degree of expertise that is expressed for a skill or task. This is usually expressed as adverbs or adjectives, which can be used to determine whether it is a desire to know about a skill, a potential ability for that skill or actual experience.
These adjectives can be terms such as "significant", "strong" or "convincing".
An adverb can be "successfully", "efficiently" or "effectively". This also appears in accented nouns, such as "mastery", "mastery" or "competence".
The importance of the cover letter :
The cover letter is very important. The work of an intelligent CV analysis programme consists of defining the job description, the job requirements, etc.
The cover letter is often the document that a recruitment officer will find once a candidate has gone through the pre-selection process. The cover letter is an opportunity to talk about the work in a more intimate way, but in the same way as a CV. A candidate can highlight his or her strengths through experiences and stories. Explain why he or she is suitable for the company. This is an opportunity to talk directly to the recruitment manager, to get himself or herself noticed, and is often the main topic of discussion when recruiters walk into a room and decide who should be called for an interview.
Some companies use algorithms to screen cover letters, but these algorithms tend to be more open. They are less about keywords than about feelings, enthusiasm and coping characteristics.
However, such programmes are rare, as a good recruitment manager will want to see the cover letters of the best candidates.
The biggest mistake not to make
The first mistake is obvious: sending a generic CV that does not talk about the specific job. Sending the same generic CV is a sure way to avoid being summoned.
The layout of the CV also counts. Pictograms, fonts do not make the difference with an AI calculation model. Differentiated fonts, although nice, don't give anything on the machine.
Use bullets and cross-references instead of tables. Also remember that many job offers are written and look for more generalizable terms. Having a bachelor's degree that seems unique or a somewhat creative job title ("Brand Guru") will not pass the artificial intelligence test.
Finally, the candidate's LinkedIn page is becoming increasingly important and must be consistent with the CV.
Don't be discouraged if you don't meet all the requirements of the job. As I have noted, these are often not "requirements" but preferences.
The key is to look at the job description. If you look at it and it suits you, then you can do the job. It doesn't matter if they want a university degree and five years of experience. Companies rarely get everything they want from a candidate, so if you don't have 100% of the criteria you are looking for, it doesn't matter. Use your cover letter as an argument to explain your choice.
If you don't fit the characteristics mentioned, use your cover letter to tell the recruitment manager that you would be a perfect fit for their team, the company and that you will make an active contribution to their corporate culture. I have known people in my field who, with two years of experience, had the equivalent of ten years with others. And other people who, despite twenty years of experience, have been doing the same thing for fifteen years. Which one would you like to hire?