The Digital Version of You ??

Who isn't playing the digital game? Today, we are all aware that an online presence is important for our careers and professional development. Recruiters search for candidates online and look at their profiles, professional or volunteer experience, and recommendations from other professionals to get an idea of their suitability for a job. But is this profile genuine?

Is Your Online Persona Authentic?

98% of recruiters search for candidates online, and most of us know how technology and AI tools are used to select "the most relevant candidates" based on keywords or metrics that identify soft skills. The question is: Is technology capable of outsmarting humans? Well, it could before we knew how it worked. Now, many applicants use it to their advantage and the disadvantage of companies. Who can't just add a few words to the job description or lie on a personality test just to fit the company culture?

AI vs. Human Judgment: Can Technology Outsmart the Hiring Process?

Well, in our last blog, we highlighted how AI is able to make the hiring process more efficient, especially in large companies where thousands of applicants apply for one job. However, AI can also be the enemy of talent acquisition, as humans can lie about their experiences and values just to get ahead in the process. That's why it's important to use human power to select the best talent on the market, who can to spot inconsistencies and see behind the digital facade.

While a strong digital presence can be beneficial, recruiters should not rely solely on it. The digital version of the applicant may present a polished and carefully curated image, but it doesn't always reflect the true essence of an applicant. This is where human judgment and intuition come into play. Human recruiters have the ability to ask probing questions, conduct insightful interviews, and evaluate non-verbal cues that technology alone cannot capture.

Overall, many candidates know how to play the robot recruiter game, and this is where companies fail to hire the best candidates for the jobs they advertise. While technology must be used to streamline the process, recruiters must make informed hiring decisions.

??What are your views on this topic? Tell us about your experience with hiring with AI.