I’ve talked with other resume writers in Melbourne and Sydney and AI-driven software recruitment firm, Expr3ss, is loathed as it rejects strong candidates because their resumes don’t not conform to its prescriptive and unfathomable algorithms.
An Applicant Tracking System (ATS) is software which streamlines the hiring process. It sorts through job applications with a high degree of unreliability.
This is called ‘outsourcing the recruiter’s’ brain to a mindless robot.
The software aims to save the businesses time and money, yet if you want the best candidates, you need to spend time and money.
Job advertisements by Expr3ss! are to be avoided at all costs as its codes prioritise formatting over content.
According to its website, Expr3ss! uses a “powerful applicant behavioural insights help you see the real person behind the resume … without reading a single resume.”
No hiring manager worth their salt believes that crap.
Personality testing for this mob is closer to voodoo and has attracted criticism with low validities of personality tests for predicting job performance.
Resume scanning shonks are making unsubstantiated promises to businesses by using unreliable, invalid and inappropriate psychological tests.
These scans homogenise a business’ workforce. HR people insist on ‘cultural fit’ – whatever that is – because they want people who will stick to the company line.
They don’t want employees asking awkward questions such as, what’s the efficacy of using personality profiles and psychometric tests in recruitment? Organisations that use these tests are bland and lack innovation.
Pseudo-scientists believe that with enough data, a worker’s behaviour can be predicted and employers will pay to ensure a predictable workforce.
Winston Churchill would have “failed” a battery of psychometric tests. He drank heavily, was argumentative, hated committees, suffered from depression and worked in bed until midday. Yet in 1940 he alone roused the British people to fight the all-conquering Nazis.
With 60 seconds of fuel left, off course and flying over a boulder field on the moon, the Commander of Apollo 11, Neil Armstrong, did what no personality test thought he would do. He turned away from his instruments and looked out the window of the lunar module to find a safe place to land. How very human.
In the UK, there is growing evidence AI written job applications risks employers hiring candidates who can’t do the work. In Australia, that includes recruiters who have outsourced their resume assessment skills to a software such as ATS.
Over-reliance on AI has hit employees’ critical thinking capabilities, the ability to produce original work and solve problems.
ATS
Stick to simple, professional fonts (Arial, Calibri, Times New Roman) and avoid text boxes, columns, and excessive graphics. Use standard headings such as professional experience, education, skills, and certifications.
Scanners ranks resumes based on relevant keywords from the job description. Balance AI-friendly optimisation with meaningful storytelling.
AI prefers quantifiable results and uses data-driven examples. Instead of “Led a marketing team,” say, “Led a team of 15, increasing revenue by 30 per cent within 12 months.”
AI rewards resumes that closely match the job description, so customise your skills and experience to align with the role’s specific requirements.
Submit resumes in docx (although most will also read PDFs), ensuring ATS compatibility. Avoid scanned documents or images in resumes.
It’s important to craft a strong executive summary that highlights your leadership philosophy and impact.
Use a human tone and avoid jargon. Leave the latter to AI resume writing machines.