Soon companies will be able to specify wanted personality traits and Google Hire will only recommend them people who visit a certain set of websites and a specific social circle.
Imagine a world in which Google recruiters have a profile of you on their desk of likes, dislikes, likely life goals, and potential avenues to woo you into joining them. I imagine Facebook has a dataset that could be applied to make such a thing and soon (if not already) so will Google.
What makes you think hiring managers will suddenly prioritize "quirky sexy hipsters" if those traits aren't desirable for the role? You seem to be assuming users on the hiring side will use it the same way the average TikTok user browses through average TikTok content
I can imagine a GPT plug-in for Greenhouse or Ashby or Lever or Workable that automatically creates a candidate profile based on everything you've written or shared or tweeted, everything you've uploaded to YouTube, every job you've had, all of the old archived versions of your personal website, old social media profiles you've long forgotten about, every previous application or resumé you've sent that might be available through a data broker.
Then, it takes all of that information, and scrutinizes your LinkedIn profile and all of your connections and makes "predictions" about how you'll work with the team, about whether you're actually qualified for the role, about whether you're being truthful about your skills or work experience. Forget looking at the meat of the application, or a resumé or cover letter—a recruiter or hiring manager might just rely on the AI generated profile, never questioning it's authenticity or interpretation, to figure out if you're worth a first interview.
Many of these tools already "enhance" candidate profiles based on publicly available information tied to your email address, but right now, you've still got a real person in the drivers seat responsible for filtering and screening applicants. Of course, most of these people have no idea how to spot talent or figure out if someone is a good fit for a role, but that's a separate discussion.
I think this is going to be yet another creeping form of social surveillance, and I'd imagine we won't even know that's it happening at first. Eventually, you'll start to see additional privacy disclaimers on application forms stating that the system will automatically compile a candidate profile, and you'll have to agree to this before submitting the application.
If you've made enough money to voice your opinions loudly online, or you're comfortable sharing your work in public, and you're not at all worried about income in the short or long term, maybe this is less of a problem for you. But for the average person looking for work at modern technology companies, you've still got to think carefully about your digital identity and how you present yourself online.
Applicant tracking systems are already terrible and I think they're about to get much worse.
It’s pretty clear that public non-chronological, timelines, posts, profile pages, and messaging will follow, along with a mess of spammy recruiters. Then, leetcode style scoring so that employers who can’t interview their way out of a paper bag know who to hire. Can’t wait to see where else they’ll stuff “sponsored content”.
hmm, so this means it's about time for the newest how to hire guideline being - come to our site, if you block Google Analytics that means that you can go to the potential interview pool.
Will be interesting to see how Google Hire is used by agencies, as opposed to companies sourcing their own talent.
Obligatory plug: I'm the cofounder of RecruitDoor [1], an applicant tracking system for recruitment agencies. We've been running in South Africa for a few months now, and we'll be branching internationally next month. (Comments and critique welcome, by the way; we're currently still a startup).
I am not sure If I get it right but hiring based on the social media recommendation model (likes/upvotes/recommend) will always amplify the same group of people who are well connected and have good networking skills. I am interested to know how newcomers will be able to get in.
This is obviously a joke, but I wonder if there's something to it. A recommendation engine to surface interesting jobs to a candidate, and quality candidates to an employer. It seems like recruiters/sourcers are inefficient at doing it. The trouble is getting critical mass.
Social filtering - pay people you trust to do the filtering of applications for you.
Recruiters literally have no idea of what makes a decent candidate so they have to resort to simple (almost syntactic) measures - 6 years of C++, Oracle etc. where they have no idea of what those terms actually mean or how useful they are (what Oracle product - there are zillions of them).
I'd quite happily delegate filtering of candidates to people I trust and if they get paid for doing it then it is a win-win situation. If you had a site with effective workflow to manage each stage of the process then it could be pretty slick.
[NB I spent quite some time on this idea a while back but parked it to work on other ideas].
Until date no company was able to tackle that issue. There's some startups trying to solve that, for instance http://www.jobbox.io, but I think that problem will be solved with a mix of machine learning and referrals.
This problem is very difficult to fix because we're dealing w/ people and their careers, which bring confidentiality into the equation and that messes up a bit.
Also, this issue is exponentially horrible when it comes to tech recruitment. No one is f* available nowadays but there are plenty of passive tech workers.
I really enjoyed this list. Having similar experiences is exactly what led me to do something about it and build a new approach to recruiting which we are in pre-launch mode: http://betacave.com
Here is how our platform addresses each of your concerns:
1. Phone calls are the 2nd step and not the 1st
All personal information is private. On betacave, recruiters can't get access to you unless you specifically allow it. I'm now telling recruiters that call me that if they want to connect, they'll have to go through betacave.
2. Read my CV
We will provide tools to hopefully enable recruiters (both 3rd party and companies) to see how a candidate who has expressed interest matches with what they are looking for. Although we hope to make easier, it is still up to recruiter to actually care and read about you.
3. Know what you are doing
Same as #2, we hope to make that easier for recruiter to know about you (if you want them to).
4. Don’t ask me to fool my customer
Not much we can help with that. That's just common sense.
5. Respect my requirements
Exactly! Our learning algorithm will learn about what your requirements are based on your input and some machine learning to only send you matches that fit your requirements.
I'd appreciate you check out betacave.com and let me know if you think it would help reduce the friction involved with dealing with recruiters.
Fun times ahead.
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