How do you create connection under a job applicant deluge?
Last week, Glen Cathey shared an update about, “Anthropic’s Claude (via API) can now use computers the way people do – “read” computer screens, move a cursor, click buttons, type text, etc. Unlike traditional automation tools limited to preset workflows, Claude’s “computer use” capability can interact with any visible application through screenshots, making it more adaptable than standard RPA solutions. In this attached video demo from Anthropic, Claude independently completes a vendor form – capturing the screen, identifying missing data in a spreadsheet, finding the information in a CRM, and filling out the form automatically.”
Claude independently completes a vendor form! π€―
Thinking of its uses as a job seeker, I bet it won’t be long before people use it in job applications to save time copying and pasting the information on their CV into the boxes. (Please tell me you don’t actually make applicants do that in 2024! π±)
Job applicant deluge
There are already tools making it easier for people to mass apply, so what can you do to ensure you find the right people for your job in the pile?
I empathise with job seekers; it’s hell out there and the hiring processes they’re expected to navigate are often a joke. It’s little wonder they’re paying companies back by spraying and praying.
On my recent Live with Maya Huber from TaTiO, we talked about the current deluge of applications (for some) and the sameness of job seekers using ChatGPT CVs and cover letters, which is making things significantly harder for recruiters. She pointed out that applicants are not concerned about the emotional connection to the job in the way that we were when we looked for a job. Today, it’s often about mass applying not selectively applying to those companies people really want to work for.
You’d think people would be concerned about their reputation but the internet removes that importance. Even if one company blocks them because they applied to too many roles, there are countless others to try. They think, ‘Who knows, one might convert to an interview. It’s worth the risk.’
Emotional connection
As recruiters, how do you reduce volume and create an emotional connection with applicants? It can be overhwelming when you’re under a job applicant deluge!
It is unlikely that encouraging job seekers not to send you the same ChatGPT CV as every other applicant will help. Knock-out questions only work so far, but if “computer use” AI tools are en route, it is time to consider different ways to reduce numbers.
You know that I believe that everything that is broken in hiring starts at the beginning of the process [hence this training]. A better conversation with the hiring manager ensures an improved process, and an understanding of the true need, which leads to more targeted advertising and outreach. However, unless you don’t advertise or use only the nichest of niche boards, even that won’t stop the deluge.
Of course, the next issue is truly understanding which performance-based skills are required to succeed in the role and then knowing how to test for them. Plus, few people include “soft” skills on their CVs, and even if they did, how can you properly assess them in a screening call?
TaTiO aims to solve this problem with its simulations, which are immersive tests via phone or desktop (no headset!) that are easy, quick, and reduce bias. In the video, you’ll hear Maya’s motivation to build a solution came from being a frustrated recruiter overloaded with applications and not finding a solution on the market.
Imagine letting someone demonstrate their creativity through a quick simulation instead of just asking a question about it. I was also impressed by the breadth of roles that TaTiO can be used for and how even a short simulation increases the applicant’s connection to the role.
True, this is a layer in the process but if kept brief it will create applicant buy-in and sieve out the time-wasters. Listen to our conversation to hear the benefit of giving applicants a taster – even to increase deselection!
We discussed:
- Why defining skills can be so complex that it’s difficult to implement.
- The magic mix of performance-based, questionnaires and interviews when hiring.
- Why it’s time to be smarter about what tools are used.
- Feedback!! OMG.
- A wonderful example of using simulations to reach a new audience, fight gap-ism (when your managers won’t hire someone with a gap!) and build applicant confidence.
- The gift of being able to demonstrate transferable skills.
- The most brilliant question that Maya asks her applicants! π€©
What didn’t we cover?
