‘You’re fighting bots with bots’:
AI are breaking the hiring process

On the one hand, Human Resources (HR) departments use algorithms to search for talent and optimize the choice of future candidates. Candidates, on the other hand, do their own thing and use AI to apply for jobs.

Going against the grain, this article published in The Wall Street Journal, by Lindsay Ellis, shows how jobseekers and companies are benefiting from the use of algorithms in the job market. 

Since the 2000s, job vacancies have been digitized, and the use of the Internet by companies to post their vacancies has dematerialized and simplified the recruitment process. However, this digitalization has increased the volume of CVs to be processed by HR departments. To cope with this increased workload, HR departments have turned to algorithms to automate recruitment-related tasks such as CV analysis and job description creation.

With the massive use of algorithms to process job applications, job seekers find themselves technically powerless on the job market. Over the past few years, this inequality has been remedied by the rise of generative AI, which makes it possible to create CVs based on job vacancies, and to apply massively to job offers.

Faced with this digitization of job seekers, HR departments are counter-attacking, using new tools developed by software publishers specialized in HR management (SalesForce, Workday...) or recruitment sites (Indeed...) that help recruiters explore CV databases.