How are recruiters REALLY using AI?!

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Career Resources

• Find our job board, a referral link to Zapier, and more here.

• Reminder to join Twill so you can support your community with referrals!

• Cool mention of Zapier in the Washington Post this week talking about how we require the use AI in the workplace. This is really becoming mandatory for any tech company IMO

• I would be cautious about government jobs these days, and some of these changes are questionable (the questions!) but the shift to more corporate style resumes seems like a welcome one, and if you do work for the government (or hope to in the future!), this is helpful info.

• And some different perspectives here on whether you should be delaying interviews for PTO. Personally, I’d say processes move quickly and if you delay by a few weeks, you could miss out on the opportunity altogether.

In the News

• Hiring is down significantly at private companies - no surprises there, but this Friday’s JOLTS report will provide a more holistic view of things.

• A mildly depressing read in The Atlantic about our journey towards a completely privatized country.

• And looks like the market is bouncing back for now!

🙋Answering Your Questions🙋

Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here.

I don’t think they need to be identical. personally, my LinkedIn mostly highlights job titles and employers while my resume has more details - this gives me the flexibility to differentiate my resume for different types of roles. So if you’re applying for a variety of roles, you might benefit from keeping it more high level.

But if you’re applying for one really clear cut role, then you can certainly add more details, or even fully mirror your resume. It’s particularly helpful if you can include a few metrics that will catch a recruiter’s eye.

I can’t speak for all recruiters, but I can share how I use AI!

I use AI in the following ways:

• I have AI-powered filters to help search our ATS for info when filling roles, pulling data, etc.

• I use an AI tool called Brighthire to record interviews and take notes in interviews.

• I use an automation that features AI to pull materials for similar roles, and help craft first passes of job postings and interview processes.

• I use AI to scan interview notes and help identify points of feedback for a candidate or the interviewer.

Some of this is stuff anyone can do, others require investing in tools.

There’s no place in our systems where AI is empowered to make decisions independently and I think this is the part that many of us push back on. I personally haven’t seen tools that do this, so a human is always driving the decision in the end.

This is a fun graphic from James Hudson:

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