5 Things to Consider Before Writing Your Resume with AI

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Artificial Intelligence (AI) has revolutionized the recruitment industry, allowing employers to process and analyze large volumes of job applications more efficiently. However, as with any new technology, there are potential downsides. In this blog post, we will explore some of the ways that AI might hurt a job seeker’s chances of getting an interview.

  1. Bias in algorithms

One of the most significant potential downsides of AI in recruitment is the risk of bias in algorithms. AI algorithms are only as good as the data they are trained on. If that data is biased, the algorithm will be biased too. For example, if a company’s previous recruitment data shows a preference for male candidates, an AI algorithm trained on that data may also give preference to male candidates. This could lead to unfair discrimination against other candidates, such as women or members of ethnic minority groups.

  1. Overreliance on keywords

Many companies now use applicant tracking systems (ATS) to filter through job applications. These systems scan resumes for specific keywords and phrases that match the job description. However, this can lead to a situation where job seekers simply copy and paste keywords into their resume to try and game the system. While this may increase the chances of their resume passing through the initial screening, it can also lead to a lack of individuality and creativity in resumes.

  1. Lack of personalization

Some recruitment AI tools are designed to automate the recruitment process entirely, from the initial application stage through to the final interview. While this can save recruiters a lot of time, it can also lead to a lack of personalization in the recruitment process. Candidates may feel like they are just a number in a system rather than an individual with unique skills and experiences.

  1. Inability to judge soft skills

AI algorithms are excellent at analyzing data and making predictions based on that data. However, they are not very good at assessing soft skills such as communication, teamwork, and creativity. These skills are often critical to success in many jobs, but they can be difficult to quantify and measure. This means that AI recruitment tools may overlook candidates who have excellent soft skills but don’t meet the exact criteria set out in the job description.

  1. Limited ability to handle outliers

AI algorithms are designed to work within a specific set of parameters. This means that they can struggle to handle outliers – candidates who don’t fit neatly into the pre-defined categories set out by the algorithm. For example, a candidate who has a non-traditional career path or who has taken a career break may struggle to get past the initial screening stage, even if they have valuable skills and experience.

In conclusion, AI can be a valuable tool in the recruitment process, but it is not without its potential downsides. Job seekers need to be aware of the limitations of AI and ensure that they are not disadvantaged by the technology. This includes tailoring their resumes to highlight their individuality and soft skills, rather than simply copying and pasting keywords, and being mindful of any potential biases in the recruitment process. Ultimately, the best way to succeed in the recruitment process is to be the best candidate for the job, and that is something that no amount of AI can replace.

Chris Kidd is the owner of,,, and

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