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  • Why You Didn’t Hear Back: How Applicant Tracking Systems Score, Rank, and Quietly Reject Job Seekers

    Why You Didn’t Hear Back: How Applicant Tracking Systems Score, Rank, and Quietly Reject Job Seekers
    2025/07/15
    Early in your career, you’ve likely applied to jobs, met the requirements, and heard nothing back. No response. No rejection. The reason might be software—not a person. Enter the Applicant Tracking System (ATS) Most companies with 1,000+ employees—and many smaller ones—use an ATS. The bigger the brand, the more likely your resume hits software before a person. ATS platforms don’t just organize applications—they screen, rank, and often decide who gets seen, using AI or rule-based filters to sort candidates before any human is involved. Popular ATS Platforms: Workday Recruiting iCIMS Talent Cloud Oracle Taleo SAP SuccessFactors Greenhouse SmartRecruiters Lever Odds are, if you clicked "Apply" at a major company, your resume was parsed and scored by one of these before a recruiter ever opened their dashboard. Ranking: The Invisible Interview You apply. The ATS extracts titles, employers, skills, and education from your resume. Then it compares that data against the job description. Some tools rely on keyword matching. Others use machine learning to assess "fit." Then it assigns you a score. You don’t see the score. Recruiters do. Tier 1: Great match Tier 2: Could work Tier 3: Probably not In high-volume roles, recruiters often stop at the top ranks. The rest? Never reviewed. Your resume didn’t get rejected. It got buried. Is That a Rejection? Not technically. But if no human ever saw your application because a machine deprioritized it, then for all practical purposes, yes—it’s a rejection. But Don’t Recruiters Reject Candidates? They do. But in most roles, they don’t have time to dig through every applicant. ATS platforms use knockout questions—“Are you authorized to work in this country?” “Do you have X certification?”—that can trigger an auto-rejection. But most early-career applicants aren’t failing those. They’re just ranked too low. The recruiter checks the top 10 or 20 resumes and moves on. The rest get a generic rejection weeks later—even though no one ever read them. Effectively Rejected = Practically Rejected If your resume never surfaces due to a low ATS score, the software decided your fate—not because you lacked potential, but because you didn’t speak its language. Wrong phrasing? No keywords? Nonstandard formatting? You're out. Mobley v. Workday: A Lawsuit with Teeth In 2023, Julian Mobley filed a lawsuit against Workday. He’s Black and alleges that after applying to hundreds of jobs using Workday’s ATS, he was functionally rejected—repeatedly—before any human review. His legal team argues that Workday’s ATS isn’t just a tool—it functions as a staffing agency. And staffing firms are subject to anti-discrimination laws. If the software filters people out based on criteria that lead to racially biased outcomes—even unintentionally—it may be liable. Workday denies wrongdoing, claiming their software is just one part of a broader process. But the lawsuit reframes the conversation: if the ATS controls who gets seen, it’s more than software. It’s an actor. And if it filters candidates disproportionately, that’s a civil rights issue. The Stakes If courts side with Mobley, it could change the hiring landscape: – Required transparency around scoring algorithms – Legal accountability for discriminatory filtering – Pressure on employers to audit how tech shapes decisions What You Can Do The system is flawed, but not unbeatable. Tailor your resume to match each job description. Use the employer's language for skills and titles. Avoid tables, columns, or graphics. They break parsing. Don’t rely solely on online applications. Find a referral. Flag your name. None of this guarantees success. But it increases your odds of making it past the machine—and into the human conversation. Because right now? If the system doesn’t like your resume, no one sees it. No one considers it. No one calls you back. The ATS didn’t just track your application. It made the first—and most critical—decision. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    21 分
  • How to future proof your career

    How to future proof your career
    2025/07/08
    The world of work is transforming before our eyes, and if you're a student, recent graduate, or just starting out in your career, it's natural to feel a mix of anticipation and perhaps a little uncertainty about what the future holds. The choices you're making right now about your education and early job experiences are incredibly important. Fortunately, major reports like the World Economic Forum's Future of Jobs Report 2025 offer valuable insights into where the global job market is headed. By understanding these trends, you can make more informed decisions and position yourself for success. Several powerful forces are collectively reshaping the job landscape. Technological advancements, particularly in artificial intelligence (AI), automation, and digital connectivity, are arguably the most dominant driver. AI and information processing breakthroughs are accelerating this shift, leading to both rapid job growth in tech fields and significant declines in roles that involve routine tasks. While AI is likely to augment many professional jobs, it's making many clerical and repetitive jobs obsolete. Economic shifts, including high inflation, rising costs of living, and slower global growth, also play a role, potentially leading to job losses in some areas but spurring demand for roles that improve efficiency, like AI specialists and supply chain experts. Geoeconomic fragmentation, with shifting trade policies, boosts the need for security and cybersecurity professionals. Demographic changes are fundamentally altering labor markets worldwide. In many developed countries, aging populations mean greater demand for healthcare and caregiving jobs. An older workforce might also necessitate automation where labor is scarce. Conversely, younger, expanding workforces in emerging economies fuel demand for education jobs and entry-level positions. The climate crisis is another major force, driving investment in renewable energy, electric vehicles, and sustainable practices, creating new careers in the green economy like Renewable Energy Engineers and Sustainability Experts. These trends don't happen in isolation; they overlap and interact, creating a dynamic and sometimes unpredictable environment, with a significant percentage of jobs globally predicted to change by 2030. When we look closer at specific occupations, we see a clear divergence. On a percentage basis, the fastest-growing jobs are heavily tech-focused, including Big Data Specialists, AI and Machine Learning Specialists, and Software Developers. Cybersecurity roles are also booming due to increasing digital risks. Parallel to this, the green transition is fueling rapid growth in roles like Electric Vehicle Specialists and Renewable Energy Engineers. But looking at the sheer number of jobs being added, the picture is different. The biggest gains are expected in foundational service roles and those meeting basic societal needs, such as farmworkers, delivery drivers, construction workers, and notably, roles in the care economy like Nursing Professionals and Personal Care Aides, and education jobs like teachers. Essentially, the job market is seeing rapid percentage growth in high-tech niches and massive absolute growth in essential service sectors. On the other side of the coin, many traditional jobs are shrinking due to automation and changing business models. Clerical and administrative support roles face the steepest declines. Occupations like Cashiers, Bank Tellers, Data Entry Clerks, and Administrative Secretaries are expected to see the largest absolute job losses globally. Digitalization and AI are the primary drivers here, as online services and software handle tasks previously done by humans. Manual jobs susceptible to automation, such as some factory and assembly-line positions, are also declining. Even some professional roles, like Accountants and Auditors, are noted as potentially shrinking as software takes over more routine work. While these jobs won't disappear entirely overnight, they offer diminishing prospects for new entrants, who should be cautious about building careers in these fields. This evolving job market requires an equally evolving skill set. It's estimated that a significant portion of the core skills needed in the workforce will change in the coming years. Not surprisingly, tech literacy and digital skills are paramount, with AI and Big Data skills being particularly sought after. Even if you're not in a tech role, understanding how to work alongside digital tools is crucial. Beyond technical skills, employers highly value uniquely human abilities. Analytical thinking and innovation, the ability to solve complex problems and think creatively, are in high demand. Resilience, flexibility, and adaptability are essential for navigating constant change. Leadership and social influence, along with communication and collaboration, become more important as automation handles routine tasks. Finally, curiosity and a commitment to ...
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    24 分
  • Has AI made AI-powered employment assessments irrelevant?

    Has AI made AI-powered employment assessments irrelevant?
    2025/07/01
    Online pre-employment assessments have become a foundational element in modern hiring, with over half of organizations incorporating them into their processes. Employers are increasingly asking candidates to complete tests – everything from coding challenges to personality questionnaires – to verify skills and qualities that might not be evident solely from a résumé. These tools are seen as a way to provide a more objective, data-driven method to identify qualified talent, sometimes allowing companies to give opportunities to candidates without traditional credentials who can nonetheless demonstrate their abilities. These assessments come in various forms. Technical skills assessments, including work samples and job simulations, aim to confirm hands-on abilities claimed on a résumé, asking candidates to perform job-like tasks. Cognitive ability tests, measuring general mental skills like reasoning and problem-solving, are widely used because research shows they are a strong predictor of job performance. Personality and psychometric tests delve into behavioral traits and work styles, helping gauge cultural fit and identifying characteristics like conscientiousness or teamwork preference. Beyond these, there are also situational judgment tests, job knowledge tests, and innovative gamified assessments designed to evaluate candidates in engaging ways. When designed correctly and validated, these tools promise benefits such as improving the quality of hire, increasing efficiency in screening, and potentially boosting diversity by reducing bias. Many HR professionals now view assessment scores as as important or more important than traditional criteria like education or experience. However, the widespread use of online assessments has coincided with increased attempts to game them. The rise of generative AI, particularly tools like ChatGPT, has drastically changed the landscape of cheating. These AI programs can quickly solve coding problems, generate written answers, and provide information that candidates might use to gain an unfair advantage, raising significant concerns that the assessments are no longer measuring the candidate's own abilities. Real-world anecdotes, such as hiring managers receiving identical, obviously AI-generated incorrect answers from multiple candidates or AI providing flawless solutions in live coding experiments, underscore the reality and scale of AI-assisted cheating. There are several reasons why candidates are turning to AI for help. The intense competitive pressure in the job market can lead some to feel desperate for any edge. A significant factor is often a lack of confidence or imposter syndrome, pushing candidates to use AI as a crutch even if they might be capable on their own. Frustration with hiring processes that candidates perceive as unfair, irrelevant, or overly difficult also plays a role, leading some to rationalize using AI as merely navigating a flawed system. Crucially, the sheer ease and accessibility of powerful AI tools have dramatically lowered the barrier to attempting to cheat. This widespread AI use presents a serious threat to the integrity of hiring. It can erode trust in assessment results, potentially leading to hiring individuals who cannot perform the required tasks despite high test scores. Such bad hires are costly in terms of time and resources. It might also push companies toward more burdensome evaluation methods, like a return to extensive in-person or highly proctored exams, which are inconvenient for everyone involved. Furthermore, there's a security risk if candidates paste proprietary assessment content into public AI models. Fortunately, employers are actively developing and implementing strategies to combat AI-assisted cheating. A primary approach is smarter test design. This involves creating unique or adaptive questions that are difficult for standard AI to answer correctly, using dynamic or open-ended tasks requiring human reasoning or explanation, incorporating elements that are challenging for text-based AI like game-based puzzles or visual interpretation, and designing questions where the process or rationale is more important than a single right answer. Assessments like personality tests, which lack clear "right" answers, are also less susceptible to straightforward AI gaming. Another crucial strategy involves enhanced proctoring and AI-detection technologies. This includes using automated proctoring software that monitors candidates via webcam and locks down browsers, looking for suspicious behavior. Employers are also deploying plagiarism and AI output detection tools to scan submitted code or text for signs of machine generation or matches to known AI outputs. Human monitoring through live proctoring or auditing by comparing assessment results with interview performance helps verify consistency. Explicitly stating policies against AI use and requiring candidate attestation can ...
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    16 分
  • 65 Crazy Interview Questions Parody

    65 Crazy Interview Questions Parody
    2025/06/24
    We spend a lot of time talking about finding the right fit – both for candidates landing that first great job and for employers building their teams. And part of finding that right fit is, of course, the interview process. Now, interviews can be nerve-wracking enough on their own, filled with expected questions about your skills, experience, and career goals. But then there are those questions. The ones that make you scratch your head, wonder if you heard correctly, or frankly, question the interviewer's sanity. We're talking about the "crazy," the "illegal," the "waste of time," and the downright idiotic questions that some folks unfortunately encounter. Our friend, Stephen O’Donnell, the Chief Growth Officer of TAtech and founder of the United Kingdom’s National Online Recruitment Awards (NORAs), knows a thing or two about the hiring world, and he recently put together a brilliant piece. It's a parody, mind you, of some of the seemingly inane questions that some employers ask. The supposed reason behind these questions is to gain more insight into a candidate's character, but often, they just fall flat. And let me tell you, Stephen is hilarious, and so are his questions! He compiled 65 questions that are so off-the-wall, they highlight just how silly things can get when interviewers aren't focused on what truly matters for the job. He wrote this article specifically as a parody of these types of questions. We're talking about questions like, "Would you rather have a hand made out of toast or a finger that dispenses jam?" or the truly existential "What is the meaning of life?". Some are just bizarrely personal, like "As you lay dying, which celebrity would you want to stroke your hair?". Others feel like they belong in a casual chat amongst friends, not a professional evaluation, such as "Which animals have you been bitten by?" or "What crimes have you got away with?". Stephen's list even delves into hypothetical superpowers, pop culture preferences like favorite Muppets or members of Girls Aloud, whether you've ever seen a ghost, or what you believe about conspiracy theories. The intention behind some strange interview questions is often said to be gaining "more insight to the character of a candidate". But frankly, asking if you can play an instrument, juggle, or ride a unicycle is probably not the most effective way to figure out if someone can do the job you need them to do. Similarly, knowing your favorite childhood chocolate bar or your regular order at Nando’s tells an employer absolutely nothing about your problem-solving skills or your ability to collaborate. While Stephen’s list is meant for laughs, it serves a purpose. It’s a reminder: not all interviews are created equal. Some veer far from assessing capability. The best interviews focus on behavior, scenarios, and relevant experience—not whether you believe the world revolves around you or what you'd do if a serial killer kills another serial killer. For College Recruiter users, this list is a heads-up. Strange questions happen. Know what’s inappropriate or illegal—many of Stephen’s examples cross that line. For employers, this parody is a warning. Are your questions helping you hire, or just making things awkward—or worse, litigious? Rethink what you’re asking. Stephen O’Donnell’s list is satire with teeth. It’s funny, yes. But it also shows how ineffective or inappropriate interview questions derail the hiring process. Let’s do better. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    12 分
  • Decoding Abstract Interview Questions

    Decoding Abstract Interview Questions
    2025/06/17
    You know, sometimes you get a question in an interview that just makes your brain freeze up. We've been talking a lot about these kinds of curveballs lately, and one that often comes up is that famous Google question: "How many soccer balls can you fit into a school bus?" Now, I've heard folks instantly panic when faced with this. You might feel like you've been thrown into a physics exam you weren't prepared for. But let me tell you, and this is absolutely key, this question is not about finding the exact number of soccer balls. It's not a math test in disguise. What companies like Google, and increasingly many others, are really trying to figure out is how you think when presented with a complex, abstract problem where you don't have all the information readily available. They want to see your approach, your process, when you're outside your comfort zone. A candidate who handles this well doesn't get flustered. Instead, they lean into the challenge. They start by clarifying assumptions – Is it a standard bus? Is it empty? Do the balls need to be inflated? Then, they break the problem down. Maybe they'll estimate the bus dimensions, calculate a volume, estimate the ball volume, and then factor in packing efficiency. It's about creating a structured way to approach the unknown. And here's the crucial part: they think out loud. The interviewer isn't grading your arithmetic; they're listening to your reasoning. They want to hear your thought process, understand how you handle ambiguity, and see that you're willing to make educated guesses rather than simply shutting down. This kind of question really highlights a significant shift we're seeing in hiring today. It's no longer enough to just list skills on a resume. Employers are deeply interested in knowing: can you think critically? Are you comfortable navigating uncertainty? Do you tackle challenges logically, or do you become overwhelmed? So, if you encounter a question like this in your next interview, remember the core principle. Focus on demonstrating your process. Talk the interviewer through your steps, your assumptions, and your calculations, even if they're rough estimates. Showing that structured approach, that willingness to engage the problem, will resonate far more than a potentially inaccurate final number. For hiring managers out there, this offers a valuable lesson too. These types of questions can be incredibly effective at revealing a candidate's underlying thought patterns under pressure. But their power lies entirely in how you, the interviewer, evaluate the response. You need to focus on the process, not the product. Look for candidates who remain calm, articulate how they're breaking down the problem, and communicate their reasoning clearly. Those are the individuals who are most likely to handle the real-world challenges your organization faces with poise and intelligence. Ultimately, whether it's designing a new product or solving a customer issue, the ability to approach complex problems thoughtfully and logically is paramount. Because, just like with those soccer balls on a bus, the goal isn't the perfect mathematical answer; it's about finding people who know how to play the game of problem-solving effectively. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    12 分
  • How does the shift toward flexible work structures impact workers early in their careers?

    How does the shift toward flexible work structures impact workers early in their careers?
    2025/06/10
    Today's From Dorms to Desks Podcast episode, based on a College Recruiter article, focuses on the biggest job-related issues for students and early-career professionals. Our cohosts discuss the shift toward flexible work structures, such as portfolio careers, where individuals hold multiple part-time or freelance positions instead of one full-time job. This model offers autonomy and variety but also creates challenges regarding job stability, financial security, and benefits like health insurance. Some early-career professionals are exploring portfolio careers to gain diverse experience. Another topic discussed is the rising popularity of the four-day workweek, which is gaining attention as companies experiment with shorter work hours while maintaining productivity. This concept appeals to early-career candidates looking for more work-life balance. However, the cohosts note that this model is not yet widespread. The podcast also addresses the significant hurdle of securing a first full-time job. Many early-career professionals face the “experience paradox,” which we covered in episode 40 of this podcast. In short, many employers require experience even for what they call entry-level jobs, yet those individuals need a job to gain that experience, thus creating a difficult cycle to overcome. Internships are crucial for gaining experience but often pose challenges, especially when they are unpaid. This has sparked conversations about the fairness of unpaid internships and the need for more paid opportunities for young workers. The cohosts delve into the complexities of these issues, highlighting the tension between the desire for flexibility and the need for stability, as well as the challenges faced by those seeking to enter the workforce. The discussion explores the need for innovative solutions and employer awareness of the changing expectations of the modern workforce. The podcast emphasizes that early-career professionals are navigating a complex landscape where traditional job models are being challenged and new paths are emerging. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    10 分
  • How to get your first internship or entry-level job when you have no experience

    How to get your first internship or entry-level job when you have no experience
    2025/06/03
    Today's episode of the "From Dorms to Desks Podcast" by College Recruiter job search site focuses on a key career issue for those early in their careers: how to get experience when no one will hire you because you have no experience. The episode is based on a CollegeRecruiter.com article, "11 biggest job-related issues facing students, grads, and others early in their careers". The discussion between our cohosts addresses the challenge of securing a first full-time job. This issue is a major concern for early-career candidates, who often feel trapped in the "experience paradox". This paradox refers to the common problem that people need experience to get a job, but they need a job to get experience. The podcast episode also addresses the role of internships as a crucial stepping stone into the workforce. However, it brings up the debate around unpaid internships, including the fairness and equity concerns associated with unpaid internships. Many early-career candidates are advocating for more paid opportunities, especially for those who may not be able to afford to work without compensation. As they conclude, our cohosts offer some strategies for overcoming a lack of experience, including leveraging the expertise of the experts who work in your school's career service office. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    8 分
  • Upskilling and continuous learning are critical for workers early in their careers

    Upskilling and continuous learning are critical for workers early in their careers
    2025/05/27
    Today's episode of From Dorms to Desks, a podcast by College Recruiter job search site, explores a significant career-related concern for those early in their careers: the importance of upskilling and continuous learning for students, recent graduates, and others early in their careers. Our cohosts draw upon a CollegeRecruiter.com article, "11 biggest job-related issues facing students, grads, and others early in their careers". The central theme of the episode is the emphasis on upskilling and continuous learning among young professionals. The cohosts discuss how rapidly changing technology and industries are making lifelong learning essential for staying competitive. They explain that candidates are actively pursuing online courses, certifications, and other training to enhance their skills. This investment in professional development reflects the need to adapt to a dynamic job market. The podcast explores how this trend raises questions about the value of higher education. The cohosts note that student debt continues to be a major concern for many people entering the workforce. They observe that some individuals are questioning if a four-year degree is the most effective path to success. The cohosts mention the growing prevalence of alternative career paths and skill-building programs. In the episode, the podcast hosts analyze the tension between traditional higher education and the demand for continuous learning and specific skill sets. The podcast offers a discussion of the challenges of balancing the costs of higher education with the need for ongoing professional development. The hosts provide insights into how young professionals can navigate the complexities of the modern job market. The key takeaway of the episode would be the need for students and recent grads to balance traditional education with new strategies for continued learning and job readiness. The cohosts emphasize the importance of strategic planning and adaptability in navigating early career challenges in a rapidly evolving job market. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    9 分