81% Of Jobseekers Adapt Their CV For Algorithm Screening


Author: PASA

Four in five jobseekers have or plan to adapt their CV and online profiles for initial screening by an algorithm, according to recruiting experts Hays.

In an online poll of over 6,000 people conducted by the recruiter, 27% indicated they have already adapted their CV and online profiles. Another 54% plan to do so in the coming 12 months. Just 19% have no plans to adapt.

“Artificial intelligence (AI) and automated machine learning algorithms are being utilised in every industry, including recruitment,” says Nick Deligiannis, Managing Director of Hays in Australia & New Zealand.

“Typically, it is time consuming and repetitive tasks that are being automated. In the case of recruitment, one job ad can elicit hundreds, sometimes thousands, of responses. Many of these may be inappropriate but all must be screened in order to identify the suitable candidates. If a recruiter does not advertise, they’ll instead use digital technology and data science to examine large amounts of data to find the most suitable people for a job.

“With the aid of AI and algorithms, such time consuming processes now take seconds, allowing recruiters and hiring managers to provide a more personal service and engage with skilled and experienced professionals.”

So how can you ensure your application makes it past the algorithms and reaches a shortlist? Hays offers the following advice:

1. Add keywords: Pepper your CV and online profile with keywords relevant to the job/s you apply for. If you aren’t sure of suitable keywords, look at job descriptions for your ideal role. Don’t forget keywords for the required soft skills, too.

2. Describe achievements: Use these keywords throughout your CV and online profile to describe your achievements. For example, “I used my communication skills to liaise with colleagues in other departments, then applied my analytical nous to develop business case proposals and tenders accordingly.”

Make sure you link keywords with proof that you did your previous jobs well. A simple trick is to combine an action verb with a keyword. For example, instead of writing that you “always achieved your target goals”, try “I surpassed target goals by 20% in quarter 1 and 18% year-on-year.”

3. Use an accepted CV format: Ensure your CV is in the accepted format as an alternative style might not contain the content AI recognises, meaning your application could fail to make the shortlist.

4. Utilise LinkedIn: Create a strong LinkedIn profile. Many people leave the summary field blank, but you should use the full character count to highlight your successes, skills and value. Of course, use appropriate keywords here, too.

5. Avoid unusual job titles: Even if your official job title is a little unconventional, use an industry-standard title in your CV and online profile so it will be recognised by an algorithm.

6. Don’t job-hop: Unless you are a temporary worker, do not change jobs frequently. Hiring managers do value stability and turnover can be factored into the criteria AI screens for.

“Recruitment will always remain a people business,” says Nick. “At its heart are trusted relationships, which means that the value of the human touch can’t be overestimated. But at the same time, technological advancements are speeding up certain elements of the process. Recruitment is evolving, and we all need to evolve with it.”

In Australia, 6,551 people completed the online poll.


About Hays
Hays plc (the “Group”) is a leading global professional recruiting group and is celebrating its 50th anniversary this year. The Group is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in Asia Pacific and the UK and one of the market leaders in Continental Europe and Latin America. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments.

About Author

Procurement and Supply Australasia (PASA) is the leading provider of information and education to procurement and supply professionals throughout Australia and New Zealand. PASA supports the largest community of engaged procurement stakeholders in the region, through its renowned series of events, publications, awards, plus various community and network building activities. PASA is a trading name of BTTB Marketing, for many years recognised as the leading producer of conferences and events for the procurement profession in Australia and New Zealand. Whether producing under the BTTB, CIPSA Conferences or now PASA brands over the last ten years, our events have consistently led the market in terms of both educational and networking opportunities.

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