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For the longest time, budding professionals had to sift through endless templates online to craft their own CVs. The choices were either generic templates or existing online formats, both of which left much to be desired. But the advent of <keyword id="19904566" type="General" weightage="20" keywordseo="artificial-intelligence" source="keywords">artificial intelligence</keyword> has changed the <keyword id="20823009" type="General" weightage="100" keywordseo="CV" source="keywords">CV</keyword> game, with <keyword id="4514704" type="General" weightage="20" keywordseo="AI-tools" source="Orion">AI tools</keyword> now capable of generating resumes in seconds. While this influx of options is exciting, it brings new challenges: How to make your CV stand out in a sea of AI-generated documents? More crucially, how do you ensure your CV feels uniquely yours and not just another generic product of artificial intelligence? Julia Gergelova, a Certified Professional CV Writer at Kickresume, suggests letting <keyword id="19899640" type="General" weightage="20" keywordseo="AI" source="keywords">AI</keyword> handle the initial grunt work. The key is to meticulously review and personalise the AI-generated CV, infusing it with your unique experiences and achievements. Julia, having reviewed hundreds of CVs, emphasises that the standout details are the ones only you can provide. Here are some expert tips on humanising your AI-generated CV—what to add, what to avoid, and how to utilise it to maximise your chances of securing that next job! <cmsannotation type="cmsannotation" annotationid="Start with AI, then add your details" comment="subhead" text="Start with AI, then add your details">Start with AI, then add your details</cmsannotation> AI CV writing tools are a great starting point. They often need just your current job title to predict your skills and daily tasks. But AI can’t fill in everything. Begin by adding your contact details, like your phone number and email address. Depending on the role, include a link to your LinkedIn profile or an online portfolio. Julia stresses the importance of updating the professional summary. The AI tool will draft this for you, but make sure it accurately reflects your experience, key achievements, and career goals. This is your pitch—make it count. <cmsannotation type="cmsannotation" annotationid="Enhance the job descriptions" comment="subhead" text="Enhance the job descriptions">Enhance the job descriptions</cmsannotation> Your AI-generated CV will provide a basic job description based on your title. Add the company name, your tenure and specific, quantifiable achievements. This fleshed-out work experience section should follow with other relevant roles you have previously held. <cmsannotation type="cmsannotation" annotationid="Make your education and skills section more specific" comment="subhead" text="Make your education and skills section more specific">Make your education and skills section more specific</cmsannotation> The education section can be brief if you’re well into your career, listing just your degree and institution. For recent graduates, go into more detail about courses and grades. The skills section will be populated by the AI, but strengthen it by adding specific software proficiencies and soft skills that demonstrate your leadership and ability to work under pressure. <cmsannotation type="cmsannotation" annotationid="Showcase your personality and unique skills" comment="subhead" text="Showcase your personality and unique skills">Showcase your personality and unique skills</cmsannotation> Include sections for awards, certificates, hobbies and volunteering work to give a sense of your personality and priorities. Julia suggests adding an industry-specific section for recent projects, campaigns or collaborations relevant to your field. <cmsannotation type="cmsannotation" annotationid="Final touches: Proofread and format" comment="subhead" text="Final touches: Proofread and format">Final touches: Proofread and format</cmsannotation> After personalising your CV, proofread it thoroughly. Check the formatting to ensure it’s concise—ideally one to two pages. Adjust font size, formatting and margins if needed. Ensure all links work, and double-check for spelling and grammar errors. Your CV is the first impression a recruiter gets, so attention to detail is crucial. By following these expert tips, you can transform an AI-generated CV into a compelling, personalised document that highlights your unique qualifications and experiences.

Using AI to create your CV? Here's how you can humanise it and make it stand out from the crowd

<ul class="summary-list"><li>Marc Benioff promised to match the contracts of OpenAI researchers who resign to join Salesforce.</li><li>In a post on X, he pledged "full cash &amp; equity OTE" in exchange for immediately joining his company.</li></ul>As OpenAI bleeds talent following Friday's <a target="_blank" href="https://www.businessinsider.com/timeline-sam-altman-openai-shock-firing-microsoft-switch-2023-11">chaotic ouster of Sam Altman</a>, Marc Benioff of Salesforce wants to make a deal."Salesforce will match any OpenAI researcher who has tendered their resignation full cash &amp; equity OTE to immediately join our Salesforce Einstein Trusted AI research team under Silvio Savarese," Benioff, the Salesforce CEO, <a target="_blank" href="https://twitter.com/benioff/status/1726695914105090498?s=42">posted on X</a> in a pledge to buy out the OpenAI researchers' contracts, along with any unrealized profits and sales incentives.He added: "Send me your cv directly to ceo@salesforce.com. Einstein is the most successful enterprise AI Platform completing 1 Trillion predictive &amp; generative transactions this week! Join our Trusted AI Enterprise Revolution."Earlier this year, <a target="_blank" href="https://www.businessinsider.com/big-tech-salaries-what-you-make-google-apple-amazon-meta-ibm#openai-says-research-engineers-can-expect-200000-to-370000-in-base-compensation-21">Business Insider reported</a> research engineers at OpenAI were offered $200,000 to $370,000 in base compensation, though some senior researchers can make upwards of $800,000 per <a target="_blank" href="https://www.nytimes.com/2018/04/19/technology/artificial-intelligence-salaries-openai.html">The New York Times</a>.Benioff did not immediately respond to a request for comment from Business Insider.His offer — which prompted many <a target="_blank" href="https://twitter.com/MainstreetHedge/status/1726722440049688604">joking</a> <a target="_blank" href="https://twitter.com/CramerTracker/status/1726711098739716605">replies</a> from people aiming to take him up on it — comes as OpenAI is hemorrhaging top talent following the news of Altman's ouster.Greg Brockman, <a target="_blank" href="https://www.businessinsider.com/openai-key-staff-depatures-ai-following-sam-altman-exit-microsoft-2023-11">former president of OpenAI, announced his departure</a> after the news broke on Friday, along with key staffers Jakub Pachocki, Szymon Sidor, and Aleksander Madry.As many as 95% of OpenAI workers have also <a target="_blank" href="https://www.businessinsider.com/openai-workers-threaten-to-quit-over-sam-altman-firing-2023-11">threatened to quit</a> if Altman, the company's co-founder, is not reinstated.<a target="_blank" href="https://www.businessinsider.com/more-details-about-salesforce-einstein-2016-9">Salesforce's Einstein</a> is the company's generative AI program built for managing relationships with customers.The program — led by Savarese, the company's chief scientist and adjunct professor of computer science at Stanford — uses machine learning to develop marketing campaigns, answer emails and support chats, and give sales recommendations based on analyzing data stored in <a target="_blank" href="https://www.businessinsider.com/salesforce-has-big-ai-plans-to-make-your-job-easier-heres-the-list-2023-6">Salesforce products</a>.

Salesforce CEO pledges to match contracts of OpenAI researchers who resign and join Einstein Trusted AI team

<keyword id="6357096" type="General" weightage="20" keywordseo="mahindra-mahindra" source="Orion">Mahindra &amp; Mahindra</keyword> on Monday announced a collaboration with chip-maker Qualcomm to bring latest technology advancements for comfortable, safe and intelligent driving experiences in its all-new Scorpio-N vehicle. The chip-maker will work with automotive electronics company Visteon Corporation to bring world-class, transformative in-vehicle experiences to the all-new Scorpio-N, using its 3rd Generation Snapdragon Cockpit Platforms. "We are applying over two decades of auto expertise to transform the Scorpio-N into a digitally advanced and feature-rich SUV," said <keyword id="10106425" type="General" weightage="80" keywordseo="uday-dodla" source="Orion">Uday Dodla</keyword>, Senior Director, <keyword id="355602" type="General" weightage="80" keywordseo="business-development" source="Orion">Business Development</keyword>, Qualcomm India. The 3rd Generation Snapdragon Cockpit Platforms are designed to support higher levels of computing and intelligence needed for advanced capabilities featured in next-generation vehicles, helping to enable contextual safety use cases for drivers and passengers. It includes facilitating driver monitoring and object detection, as well as helping to ensure the security of personal and vehicular data. Additionally, the 3rd Generation Snapdragon Cockpit Platforms feature an advanced suite of wireless technologies to support multi-mode cellular connectivity, Wi-Fi 6, as well as enhanced Bluetooth technologies, said the company. "Using the advanced capabilities of the <keyword id="14548687" type="General" weightage="80" keywordseo="snapdragon-automotive" source="Orion">Snapdragon Automotive</keyword> technologies integrated in our SUVs, we are reimagining the standard for an intelligently connected vehicle and delivering a safer and engaging driving experience," said R Velusamy, President, <keyword id="645723" type="General" weightage="80" keywordseo="automotive-technology" source="Orion">Automotive Technology</keyword> and <keyword id="187755" type="General" weightage="80" keywordseo="product-development" source="Orion">Product Development</keyword>, M&amp;M Ltd. The Scorpio-N offers a cutting-edge driving and ownership experience provided by Mahindra's connected artificial intelligence (AI) technology, which utilises Visteon's SmartCore cockpit domain controller technology based on the Snapdragon Cockpit Platforms. The Scorpio-N features a 17.78 cm colour driver information display and 20.32 cm infotainment system with navigation. Qualcomm offers advanced automotive technologies through the '<keyword id="13620423" type="General" weightage="80" keywordseo="snapdragon-digital-chassis" source="Orion">Snapdragon Digital Chassis</keyword>', which is a suite of cloud-connected platforms for telematics, <keyword id="50691" type="General" weightage="80" keywordseo="digital" source="Orion">digital</keyword> cockpit solutions, advanced driver assistance systems (ADAS)/autonomous driving, cellular vehicle-to-everything (C-V2X), and car-to-cloud solutions. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/tech/apps/news/list-of-top-new-upcoming-whatsapp-features-in-second-half-2022/articleshow/93103440.cms">From avatars to hiding online status—list of top new upcoming WhatsApp features</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/india/news/india-has-the-highest-rate-of-women-taking-action-against-harassment-calls-and-messages/articleshow/93107553.cms">India has the highest rate of women taking action against harassment calls and messages</a>

Mahindra to collaborate with Qualcomm tech in its all-new Scorpio-N vehicle.

<ul><li>Even if you are using <keyword id="15681942" type="General" weightage="20" keywordseo="chatgpt" source="Orion">ChatGPT</keyword> to write your <keyword id="93698" type="General" weightage="20" keywordseo="resume" source="Orion">resume</keyword>, do not ask it to write it from scratch </li><li>Not editing or proofreading your resume can be a mistake as silly errors can limit your chances of getting through </li><li>Not paying attention to <keyword id="127508" type="General" weightage="20" keywordseo="format" source="Orion">format</keyword> and design may make your resume look cluttered </li></ul>Over the last one and a half years, ChatGPT and other <keyword id="6355999" type="General" weightage="20" keywordseo="ai" source="Orion">AI</keyword> LLM tools have become an integral part of our lives and most of us use them in some way or the other. In fact, there have been concerns in academic circles when students use ChatGPT for academic writing or when candidates use it for statements of purpose or essays required in application processes. ChatGPT can be used for each of these purposes, but using it as a tool for research and not a replacement for critical thinking holds the to academic success. The same goes for using ChatGPT to write your CV! While you can use ChatGPT for resume creation, here are five mistakes that you should avoid. Using ChatGPT to write a resume from scratch: Even if you are using ChatGPT to write your resume, do not ask it to write it from scratch. “One should note that all of these require a base resume to be in place already. Remember that ChatGPT will not have any nuanced idea of your skills or experiences. Approaching GenAI tool to author one's resume from scratch is a rookie mistake and futile effort that recruiters catch at first look,” says Kamal Karanth, CoFounder, Xpheno, a specialist staffing company. Lack of personalisation: Anything that ChatGPT creates can be generic. A good resume should be tailored specifically to the requirements of the job. If you fail to do that, the employer may bin your resume after just a few seconds of glance. “To maximise effectiveness, personalisation and customisation are key. Tailor the content to each specific job description, emphasising the relevant skills and experiences sought by the employer to maintain a professional appearance,” says Manu Saigal, Director, General Staffing, Adecco India. Letting the resume have ChatGPT’s tone of voice: ChatGPT can write proper English and even correct sentences grammatically, but it will not reflect your tone of writing. You need to insert your own personality and voice into your resume to the extent possible. Read through your resume and make changes to the sentence structures, voice, and highlighted items. Use more of an active voice as passive can often sound uninteresting and insert personal anecdotes wherever relevant. Not editing or proofreading your resume: ChatGPT content may contain incorrect <keyword id="477335" type="General" weightage="20" keywordseo="grammar" source="Orion">grammar</keyword> and phrasings that are awkward or over the top. These can be a big put-off for anyone reading your resume, let alone your potential employer. “A thorough proofread is essential – typos or AI oddities can torpedo your application,” says Karanth. Not paying attention to formatting and design: ChatGPT can generate text but is not great with formatting and design. “While ChatGPT excels in text generation, it may not prioritise visual elements. Ensure a clear, concise, and easy-to-read format with a professional font and clean layout,” says Saigal. A cluttered or poorly formatted resume can hamper your chances severely.

Using ChatGPT to create your resume? Here are 5 mistakes that employers hate to see

The world of tech has been nursing its newest baby for a while now: artificial intelligence. Much like a baby, the tool has been growing at a blazing rate for a while, and we’re really proud of them for it — many of us already have it accompany us to work everyday. And while AI may very well be the smartest baby on the planet, it has one fatal flaw that it shares with all real-life children: their all-but-human parents. Just like we inherit many values, routines and beliefs from our parents, AI software like ChatGPT have been trained on decades of human-generated data — data that can suffer from inherent prejudices. This makes the tools far from perfect in its current state, as it has been shown to present bias against minorities, such as how <a href="https://www.reuters.com/article/us-amazon-com-jobs-automation-insight-idUSKCN1MK08G/">Amazon’s AI recruitment process preferred men over women</a>, or how<a href="https://www.usatoday.com/story/tech/2024/04/05/ai-chatbot-chatgpt-racial-bias/73206637007/"> ChatGPT treated black-sounding names differently.</a> <cmsannotation type="cmsannotation" annotationid="The employment bias saga continues" comment="subhead" text="The employment bias saga continues">The <keyword id="22152746" type="General" weightage="20" keywordseo="employment-bias" source="keywords">employment bias</keyword> saga continues</cmsannotation> Most of these examples come from the landscape of recruitment, since this is a field where <keyword id="20096338" type="General" weightage="20" keywordseo="AI-tools" source="keywords">AI tools</keyword> are increasingly being used to streamline the process of summarising resumes and ranking candidates. However, a recent study has uncovered another type of significant biases within these systems, particularly against <keyword id="21157356" type="General" weightage="20" keywordseo="disabled-individuals" source="keywords">disabled individuals</keyword>. The study found that ChatGPT consistently ranked resumes with disability-related honours and credentials lower than identical resumes without such distinctions. For example, a resume featuring the "Tom Wilson Disability Leadership Award" was ranked lower, with the AI providing biased justifications. It suggested, for instance, that a resume highlighting an autism leadership award had "less emphasis on leadership roles," reflecting harmful stereotypes about autistic individuals. "Ranking resumes with AI is starting to proliferate, yet there's not much research behind whether it's safe and effective," explains study author Kate Glazko. "For a disabled job seeker, there's always this question when you submit a resume of whether you should include disability credentials. I think disabled people consider that even when humans are the reviewers." To investigate, the researchers used a publicly available curriculum vitae (CV) of one of the study's authors, extending about 10 pages. They created six “enhanced” CVs, each implying a different disability by including four disability-related credentials: a scholarship, an award, a diversity, equity, and inclusion (DEI) panel seat, and membership in a student organization. These enhanced CVs were then ranked against the original for a real "student researcher" job listing at a large US-based software company using ChatGPT's GPT-4 model. Each comparison was run 10 times, and in 60 trials, the system ranked the enhanced CVs first only 25% of the time. "In a fair world, the enhanced resume should be ranked first every time," remarked Jennifer Mankoff, another author. "I can't think of a job where somebody who's been recognised for their leadership skills, for example, shouldn't be ranked ahead of someone with the same background who hasn't." The researchers also discovered that customising ChatGPT with instructions to reduce ableism mitigated the bias for five out of six disabilities tested — deafness, blindness, cerebral palsy, autism, and the general term "disability". However, only three of these resumes were consistently ranked higher than those without <keyword id="22152745" type="General" weightage="20" keywordseo="disability-mentions" source="keywords">disability mentions</keyword>. <cmsannotation type="cmsannotation" annotationid="Biased explanations provided" comment="subhead" text="Biased explanations provided">Biased explanations provided</cmsannotation> When the researchers asked GPT-4 to explain its rankings, the responses revealed explicit and implicit ableism. For example, it noted that a candidate with depression had "additional focus on DEI and personal challenges," which it claimed detracted from the "core technical and research-oriented aspects of the role." "Some of GPT's descriptions would colour a person's entire resume based on their disability and claimed that involvement with DEI or disability is potentially taking away from other parts of the resume," Glazko explained. "For instance, it hallucinated the concept of 'challenges' into the depression resume comparison, even though 'challenges' weren't mentioned at all. So you could see some stereotypes emerge." This study underscores the urgent need for greater scrutiny and refinement of AI tools in hiring. While generative AI like ChatGPT can streamline processes, it also perpetuates and amplifies biases, potentially undermining efforts to create more inclusive workplaces. The findings of this study can be accessed <a href="https://dx.doi.org/10.1145/3630106.3658933">here</a>.

Here’s what ChatGPT said about why it discriminated against CVs with disability mentions

<ul class="summary-list"><li>A team at Camoflags wanted to see if face paint designs could outsmart facial recognition cameras. </li><li>The design, which uses concepts from Juggalo makeup, was designed by an AI program. </li></ul>What if simple face paint could fool some of the best facial recognition tools available at the Qatar World Cup?A team known as Camoflags sought to answer that question with AI-generated, Juggalo-inspired face paint designs that could be used to evade facial recognition cameras.The experiment is uniquely suited to the World Cup, as face paint is a common feature at soccer matches for fans showing support for their teams.<div type="image" title="A person with red, white, and blue face paint" height="960" width="1280" msid="96162330" hostid="261"></div>The Qatar World Cup, which ends on December 18, has been criticized for its approach to security, with concerns that the event could become a <a href="https://www.recordedfuture.com/fielding-cyber-influence-and-physical-threats-to-2022-fifa-world-cup-in-qatar">hotbed for espionage</a> and that visitors could be monitored on their phones through <a href="https://www.nrk.no/sport/everyone-going-to-the-world-cup-must-have-this-app---experts-are-now-sounding-the-alarm-1.16139267">app surveillance.</a>The <a href="https://www.businessinsider.com/ilhan-omar-chris-murphy-world-cup-qatar-human-rights-lgbtq-2022-12">event has</a> also <a href="https://www.businessinsider.co.za/world-cup-chief-death-part-life-filipino-worker-dies-qatar-2022-12">been criticized</a> for <a href="https://www.hrw.org/news/2022/11/14/qatar-rights-abuses-stain-fifa-world-cup">human rights abuses</a>: The <a href="https://www.insider.com/grant-wahl-dead-soccer-journalist-2022-12">death of American sports journalist Grant Wahl</a>, who died on the way to the hospital after collapsing at the World Cup stadium, resulted in renewed attention on the rights of LGBTQ individuals in Qatar. Wahl had previously been detained by authorities outside the <a href="https://www.theguardian.com/football/2022/nov/21/us-journalist-grant-wahl-says-he-was-detained-in-qatar-for-rainbow-shirt">World Cup stadium for wearing a rainbow shirt.</a>About <a href="https://www.insider.com/world-cup-monitored-cameras-facial-recognition-tech-qatar-2022-11">15,000 facial recognition cameras</a> have been set up in and around the stadium in order to identify terror threats and "hooliganism," the <a href="https://www.insider.com/world-cup-monitored-cameras-facial-recognition-tech-qatar-2022-11">World Cup's chief technology officer</a> told <a href="https://www.france24.com/en/live-news/20220812-qatar-s-ground-control-on-alert-for-world-cup-disasters">AFP</a> in August."What you see here is a new standard, a new trend in venue operations, this is our contribution from Qatar to the world of sport. What you see here is the future of stadium operations," Niyas Abdulrahiman told AFP.Tao Thomsen, one of the team members at Camoflags, a <a href="https://www.insider.com/ukrainians-building-3d-models-of-cultural-sites-on-their-phones-2022-6">project from the</a><a href="https://www.instagram.com/p/CloWsfSqvrI/?utm_source=ig_web_copy_link"> creative agency Virtue</a>, told Insider the team came up with the idea to test facial recognition with strange make-up combinations that distorted facial features years ago in response to the growing popularity of deepfakes of women being created <a href="https://www.vox.com/2019/10/7/20902215/deepfakes-usage-youtube-2019-deeptrace-research-report">without their consent.</a> The original intention for the project was to create make-up looks for women to wear that deepfake AI technology couldn't recognize, thereby protecting their faces from being used in sexually suggestive or non-consensual videos.<div type="image" title="A person with red and black face paint" height="960" width="1280" msid="96162331" hostid="261"></div>The idea of using face makeup to try to fool facial recognition algorithms is not new. <a href="https://cvdazzle.com/">CV Dazzle</a>, a 2010 project from artist Adam Harvey, was one of the first attempts at using geometric shapes and other gimmicks to outsmart AI. There is also some evidence that Juggalo makeup — which <a href="https://www.businessinsider.com/what-are-juggalos-2017-8">consists of clown-like makeup inspired by the hip-hop group Insane Clown Posse</a> — in particular, is effective at <a href="https://www.thetimes.co.uk/article/facial-recognition-software-stumped-by-clown-make-up-hs5cns0mk">tricking facial-recognition systems.</a>The challenge with projects like these was their practical application, Thomsen said. The team realized it would be difficult to ask women to wear "crazy" makeup combinations at all times. But with soccer, it was different."Because if there's one place where it's okay to wear weird patterns on your face, it's a [soccer] match," Thomsen said. "People are expecting you to paint your team colors and flags and all that on your face."<div type="image" title="A person with white, red, blue and black face paint" height="960" width="1280" msid="96162332" hostid="261"></div>In order to create the ideal shape, Camoflags fed an AI art software tool, <a href="https://www.businessinsider.com/ai-image-generators-artists-copying-style-thousands-images-2022-10">Midjourney AI,</a> a series of descriptions that would output designs with the perfect blend of Juggalo makeup and various flags. "We gave it these kind of descriptions and then ran that process, a lot of times until we got to a result that couldn't be recognized as a face when we pass it through like face recognition software," Thomsen said. "And then we knew we had a little bit of human love afterwards to tidy things up and make sure that [the patterns] are also aesthetically functional because generative AI does start to hallucinate at some point and make some really weird stuff."The team tested the various Juggalo and flag patterned make-up on different consumer-grade facial recognition tech — the actual facial camera system used in Qatar is unknown to the public — and found many of the designs were able to elude cameras. Out of the 10 systems that were tested, the team estimates that around 80% of the tests were successful.<div type="image" title="A person with green and yellow face paint" height="960" width="1280" msid="96162333" hostid="261"></div>Although Camoflags isn't aware of any adopters of their face paint designs at the World Cup yet — and recommends people don't risk getting in trouble in Qatar by testing its limits — they think it will help start a conversation about surveillance at sporting events.Morten Grubak, another team member at Camoflags, told Insider that the team created face filters that would allow users to place virtual Juggalo designs and "color them out a little bit like a drawing book" using face paint. Thomsen specifically pointed to the UK, where soccer fans <a href="https://www.bbc.com/news/uk-wales-south-west-wales-44007872">have already had to deal</a> with faulty facial recognition Sports venues across the world have also begun using facial recognition technology to identify people <a href="https://www.espn.com/chalk/story/_/id/24884024/why-use-facial-recognition-cameras-sporting-events-the-rise">engaging in illegal activity</a>, to <a href="https://www.cnbc.com/2018/04/21/facial-recognition-helps-teams-and-advertisers-learn-about-fans.html">collect data for advertisements</a>, and <a href="https://www.wkyc.com/article/sports/nfl/browns/cleveland-browns-facial-recognition-ticket-entry-firstenergy-stadium/95-cd03edf8-098a-4182-af47-f5e700891722">verify ticket holders for entry at events.</a>There is also evidence that <a href="https://www.businessinsider.com/facial-recognition-racial-bias-federal-study-2019-12?r=US&amp;IR=T" target="_blank" rel="nofollow noopener">facial recognition technology</a> is less likely to correctly identify women and people of color, which could <a href="https://www.insider.com/researchers-found-ai-robots-racist-and-sexist-stereotypes-sorting-photos-2022-7">lead to people</a> being misidentified for crimes by law enforcement."We know that there's a large fraction of [soccer] fans, particularly in the UK, who are very vocal about their distrust and their dislike of facial recognition, and we're hoping that this can become a tool for [soccer] fans there and everywhere in the world, to take a stand against facial recognition," Thomsen said.

AI-designed face paint inspired by Juggalos could potentially fool the 15,000 facial recognition cameras at the Qatar World Cup

<ul class="summary-list"><li>Gen Z may face hiring bias, with a third reporting age discrimination in a recent survey.</li><li>AI, portfolio careers, and stereotypes could make recruiters distrust Gen Z.</li></ul>Everyone is likely to face challenges early on in their career, but Gen Zers feel they're discriminated against — largely because of their age.And they have a point. In a survey from Resume Builder earlier this year, over a third (36%) of the 1,000 hiring managers polled said they had <a target="_blank" class="" href="https://www.businessinsider.com/hiring-managers-biased-against-gen-z-older-workers-survey-says-2024-4">a bias against Gen Z candidates</a>.New research from Applied, an inclusivity and diversity-led recruitment software, also found that out of 2,000 respondents in the UK, 36% of Zoomer respondents believe they have experienced hiring bias.The survey results, shared with Business Insider in an email, showed that Gen Z respondents felt the top reason for this discrimination was their age — 21% of respondents aged 16-24 cited this. Age came above ethnicity (19%) and gender (15%).<h2 id="da53d663-333f-40f2-a0b6-ccaa0e3eacfa">AI and outdated methods</h2>Khyati Sundaram, the CEO of Applied, told BI there could be a couple of reasons behind this prejudice against Zoomers.Firstly, developments in AI have made recruiters "hypervigilant," Sundaram said. Gen Zers are seen as the cohort most likely to write their résumés and cover letters with the help of ChatGPT and other AI services."They're seeing more and more call mediocre applications or applications that resemble each other," Sundaram said. "So we've seen a spike in that where there's general distrust of the system."Secondly, Gen Zers are fans of "<a target="_blank" class="" href="https://www.businessinsider.com/leonardo-da-vinci-had-a-portfolio-career-2015-3">portfolio careers,</a>" Sundaram said, where they have multiple projects at one time and career gaps, which might seem erratic and random to a more traditional hiring manager."Employers don't really know how to judge that," Sundaram said. "People who are 50, 60, they've probably done one or two jobs in their lives. So if they are in managerial positions, that's what good looks like to them."When a CV comes in with four jobs in four years, it's unfamiliar, but it doesn't mean that candidate is a bad choice.Having a bias toward career paths similar to one's own can trip hiring managers up, according to Sundaram.<h2 id="c85075dd-4e2c-431f-9246-4d17ca9516cb">Stereotypes hold them back</h2>Gen Z suffers from being stereotyped. But it's not entirely without reason.Recruiters have noted them exhibiting strange behaviors, such as bringing <a target="_blank" class="" href="https://www.businessinsider.com/gen-zers-bringing-parents-job-interviews-recruiters-not-happy-2024-6">their parents to interviews</a>, attending video calls at the <a target="_blank" class="" href="https://www.businessinsider.com/gen-z-worker-attends-remote-meeting-boss-hair-salon-tiktok-2024-3">salon</a>, driving, or wearing <a target="_blank" class="" href="https://www.businessinsider.com/recruiter-explains-interview-habits-holding-gen-z-back-2024-7">a bathrobe</a>.They are the generation known to champion <a target="_blank" href="https://www.businessinsider.com/gen-z-workers-want-flexibility-fair-pay-survey-2024-5">work-life balance and flexibility</a>. A Gen Z creator was the first to coin the term "<a target="_blank" href="https://www.businessinsider.com/tiktok-anti-work-girl-boss-lazy-girl-jobs-2023-6">lazy-girl job."</a>Business Insider has previously reported that Gen Z employees <a target="_blank" href="https://www.businessinsider.com/gen-z-happy-job-hopping-quit-without-backup-oliver-wyman-2023-1">are more comfortable job-hopping</a> and have started <a target="_blank" href="https://www.businessinsider.com/gen-z-college-students-renege-job-offers-tech-rescinded-2024-7">reneging on job offers</a>, which frustrates the recruiters who work hard to place them.Overall, these generalizations aren't helpful, according to Sundaram, because they just exacerbate the problem. The workforce's expectations are shifting; it's not just the impact of "Gen Z particulars," she added."Five years ago, nobody would've thought that people sitting at home and working from their laptop in their garden were actually doing work," Sundaram said, adding now people agree that working from home is effective. "Times are just changing."<h2 id="3afa887c-5254-488d-82a0-2c9207d13989">How to get noticed</h2>For Gen Zers still facing hiring discrimination, Sundaram's advice is to focus on their skills — identifying the precise ones outlined in job descriptions and demonstrating that you have them in job applications.Out of the 36% of hiring managers who admitted to bias against Gen Z workers, 77% stated their concern stemmed from a lack of experience, according to the ResumeBuilder.com study."Use real-world examples of times when you've solved relevant problems or showcased the attributes the company is looking for," she added. "Rather than straying into personal information or hobbies, try and focus specifically on the role at hand."While cutting and pasting cover letters and applications can be tempting, personalizing it for the dream roles "will pay dividends," Sundaram said.There's also no harm in casting your net more widely, she added."Don't let a lack of previous experience in a new sector or not having a related university degree hold you back," she said. "Role-relevant transferable skills are a far more accurate indicator of a candidate's ability to succeed."Sundaram recommends writing down a list of your strengths and to "think laterally about all the various sectors and roles they apply to."Lastly, don't be disheartened by rejection, Sundaram said."I applied to hundreds of roles before landing a job at Applied, which eventually led to my becoming CEO," she said. "Rejection might, therefore, be a sign that a particular job isn't quite right for you."

How Gen Zers can beat negative stereotypes in a tough job market

<ul class="summary-list"><li>A <a target="_blank" href="https://www.businessinsider.com/personality-hires-are-important-to-company-culture-2024-4">personality hire</a> is someone who succeeds because of their soft skills.</li><li>AI is thriving on hype (and fear) — and people who are good at creating hype are succeeding.</li></ul>Of all the world-altering things possible in our new AI era, one decidedly old-fashioned thing is not going anywhere: the personality hire.A "<a target="_blank" href="https://www.businessinsider.com/personality-hires-bring-soft-skills-to-work-2023-11">personality hire</a>" is someone who contributes to a team with soft skills like their dazzling charm. There's a connotation that personality hires might not actually be good at their jobs, that they're just fun to have around the office. But they arguably serve an incredibly important function in the health of an organization.In the field of AI, it's useful to lightly stretch the definition of "personality hire" to include someone who is really, really good at selling themselves, a product, or simply the idea of AI as this all-powerful entity that will completely change everything about life as we know it, for better or worse (hopefully, for the better if you heed their advice).They're hype men (or women), you might say. This is because a lot of what's going on with AI right now is hype.<h2 id="8aa63bd8-b261-4140-93c3-5260f9a57b3c">ChatGPT's chief knows how to get his way</h2>The greatest of all these, of course, is <a target="_blank" href="https://www.businessinsider.com/sam-altman-chatgpt-openai-ceo-career-net-worth-ycombinator-prepper-2023-1">Sam Altman</a>, CEO of OpenAI, the company behind <a target="_blank" href="https://www.businessinsider.com/everything-you-need-to-know-about-chat-gpt-2023-1">ChatGPT</a>. This week, <a target="_blank" href="https://www.bloomberg.com/news/features/2024-06-06/sam-altman-bent-the-world-to-his-will-long-before-chatgpt-s-rise">Bloomberg Businessweek</a> reported on Altman's rise within Silicon Valley, starting from founding a mediocre social networking app at age 19 to becoming the head of the most exciting company in tech.Altman founded Loopt, a pre-smartphone social location app in 2007. He charmed and networked with important tech and venture-capital power players, and was personally tapped to be <a target="_blank" href="https://www.businessinsider.com/why-openai-ceo-sam-altman-left-y-combinator-paul-graham-2024-5">Paul Graham's successor at Y Combinator</a> at age 29. He was a savvy and successful investor (even still, he has <a target="_blank" href="https://www.businessinsider.com/sam-altman-investment-portfolio-2-8-billion-openai-jpmorgan-chase-2024-6">personal investments in more than 400 companies</a>, some of which do business with OpenAI, according to <a target="_blank" href="https://www.wsj.com/tech/ai/openai-sam-altman-investments-004fc785?st=nxsp082grdda4b2&amp;reflink=desktopwebshare_permalink">The Wall Street Journal</a>, which has raised some eyebrows about conflict of interest) and convinced deep-pocketed friends Reid Hoffman, Peter Thiel, and <a target="_blank" href="https://www.businessinsider.com/elon-musk">Elon Musk</a> (now a frenemy) to fund OpenAI as a nonprofit.<div type="image" title="DJ Kay Slay, Craig Thole of Boost Mobile, Sam Altman of Loopt and Fabolous" height="680" width="1024" msid="110850052" hostid="261" sizebytes="91258"></div>By many accounts, <a target="_blank" href="https://www.businessinsider.com/sam-altman-openai-chatgpt-worldcoin-helion-future-tech-2023-4">Altman is charismatic</a>, good with people, and even better at getting his way. "Altman's biggest strength is figuring out who can help him the most, then dazzling them," someone who worked with Altman told Bloomberg on the <a target="_blank" href="https://podcasts.apple.com/us/podcast/openai-part-1-the-most-silicon-valley-man-alive/id1161880916?i=1000657976524">Foundering podcast</a>.Altman is perhaps the most successful personality hire of all time.This isn't totally groundbreaking (or even insulting to him). Being a successful CEO or a tech founder requires a certain personality type. This doesn't necessarily mean being fun at cocktail parties: <a target="_blank" href="https://www.businessinsider.com/mark-zuckerberg">Mark Zuckerberg</a> is a ruthless businessperson but, <a target="_blank" href="https://www.businessinsider.com/mark-zuckerberg-leaning-into-his-version-of-mob-chic-2024-4">until recently</a>, seemed to have the charisma of a shingles outbreak. It takes Big Personality Hire Energy to muster the straight-faced ambition to say that you need to <a target="_blank" href="https://www.businessinsider.com/how-much-sam-altman-wants-seven-trillion-openai-compare-costs-2024-2">raise $7 trillion (yes, trillion)</a> dollars.Altman's talents as an operator also nearly cost him his job. This past November, when <a target="_blank" href="https://www.businessinsider.com/sam-altman-ousted-fired-openai-ceo-chatgpt-maker-2023-11">Altman was temporarily fired</a> by the board of OpenAI, it was because some board members found him too smooth an operator and distrusted him. That Altman returned as CEO with a new board speaks to his ability to rally powerful allies like Satya Nadella of Microsoft, although he still has <a target="_blank" href="https://www.businessinsider.com/openai-mess-concerns-over-nda-safety-sam-altman-2024-6">rough waters ahead internally</a>.<h2 id="ef38012b-2025-4a35-9402-4de10063e802">Sam Altman isn't AI's only 'personality hire'</h2>And then there's Leopold Aschenbrenner, a newly emerged hypeman of AI doomerism. Aschenbrenner, a former OpenAI employee who was <a target="_blank" href="https://affiliate.insider.com?h=dc3c9e2ea524d0776413c606b4a4b8a6b6c6f4dd9d9a9af43f9cb0edbb6de368&amp;postID=66631d0f074e87bb00efc1a3&amp;postSlug=sam-altman-personality-hire-openai-ai-chatgpt-why-2024-6&amp;site=bi&amp;u=https%3A%2F%2Fwww.theinformation.com%2Farticles%2Fopenai-researchers-including-ally-of-sutskever-fired-for-alleged-leaking">reportedly</a> fired for leaking a memo he wrote to the board about safety concerns, published a <a target="_blank" href="https://situational-awareness.ai/wp-content/uploads/2024/06/situationalawareness.pdf">165-page manifesto</a> warning about the dangers of unchecked AI. It contains some questionable charts, comparisons to the building of the atomic bomb, and links to a Minecraft video on YouTube.I don't know if AI will lead to the extinction of the human race or if he's full of smoke. (I sure hope it's not the end of the human race!) Aschenbrenner's warnings have been taken both credulously and skeptically, and I am not in a position to guess how likely it is that we'll soon be in a nuclear war with China over data centers, as he suggests. But there's something about his verbose proclamations that ring to me as hype.<a target="_blank" href="https://maxread.substack.com/p/who-is-leopold-aschenbrenner">Max Read on Substack</a> has a very astute assessment of the manifesto and how the hyperbole of AI doomerism might be, in some cases, self-serving hype:And then, tragically, there is the sad tale of the <a target="_blank" href="https://www.businessinsider.com/youtuber-mkbh-dtrashes-humane-ai-pin-firestorm-over-damage-startup-2024-4">Humane AI Pin</a>. Humane's founders were former <a target="_blank" href="https://www.businessinsider.com/apple">Apple</a> employees, incredibly stylish dressers, and produced incredibly cool demo videos that made the product seem amazing. They raised $240 million from investors, including <a target="_blank" href="https://www.businessinsider.com/openai-mess-concerns-over-nda-safety-sam-altman-2024-6">Sam Altman</a>.When it first started taking preorders, I wrote about how I thought the <a target="_blank" href="https://www.businessinsider.com/humane-ai-pin-wont-replace-your-iphone-smartphone-2023-11">AI Pin looked awesome and I wanted one</a> — even if I could see how it might be slightly impractical. It was futuristic, fun, and made by really cool and edgy people — the ultimate AI hypesters.<h2 id="393a1ea4-550e-4c95-a8e7-86702af8d020">Even with the hype, the AI Pin has flopped</h2><div type="image" title="humane's Ai pin attached to a white sweatshirt" height="2160" width="3840" msid="110850056" hostid="261" sizebytes="190530"></div>Of course, the <a target="_blank" href="https://www.businessinsider.com/humane-explores-sale-difficult-wearables-launch-ai-pin-billion-valuation-2024-5">AI Pin has been a failure</a> so far. Early reviews were dreadful, sales were far lower than projections, and the company was criticized for launching a half-baked product. This week, they announced a <a target="_blank" href="https://www.theverge.com/2024/6/5/24172377/humane-ai-pin-battery-case-issue-warning">recall on the chargers</a> because there was a danger they could catch on fire. I don't want to laugh (I will not suggest that you just squeeze the AI out of it like <a target="_blank" href="https://www.businessinsider.com/juicero-offers-refund-for-squeezing-juice-packets-2017-4">Juicero</a>) because I think it's genuinely a huge bummer. I'd love for an ambitious new kind of hardware device to be successful; I'm rooting for that to happen out there in the world because I love cool new gadgets. But this clearly just wasn't it.At this moment, in June of 2024, everyone knows AI is a "big deal," but most people don't know exactly what that will really mean or look like. This leaves the door wide open for hype purveyors to sell people on its magic and power — or play to their worst fears.This isn't necessarily bad — hype can be useful just like personality hires in a workplace are useful. And the most beautiful part of all of this? A personality hire is the most human thing — something AI could never replace.

OpenAI's Sam Altman is the ultimate 'personality hire.' The industry is full of them.

When Michael Keach was laid off in January after five years as a senior manager in the customer-service department at Wayfair, he was tentatively optimistic. After all, Keach had been laid off before and had found work again quickly. He figured his experience at Wayfair — where hundreds of people reported to him and he launched a new communication platform — would make him a standout candidate for a new role. Plus, the broader job market seemed strong: Companies were <a href="https://www.businessinsider.com/job-growth-unemployment-rate-recession-outlook-january-jobs-report-2023-2">adding hundreds of thousands of new employees</a>. Given these prospects, Keach wasn't prepared for what happened next: He couldn't find a job. In March, Keach, who is 51, described his job search on <a href="https://affiliate.insider.com?h=418df6daafb85cd75f7b253be74f61bf45e3ed1140c0c80b376cd01201c1fd53&amp;postID=6463878b310b0b249c700808&amp;site=bi&amp;u=https%3A%2F%2Fwww.linkedin.com%2Fposts%2Fmichael-keach_layoff-opentowork-opentowork-activity-7044776410887950336-Z1SJ%2F%3Futm_source%3Dshare%26utm_medium%3Dmember_desktop" target="_blank" rel="noopener">LinkedIn</a>: "I have participated in about 20 hours of interviews, have received no job offers, ghosted by recruiters and have my fair share of rejection emails," he wrote. He said the job hunt "has been one of the most mentally challenging experiences in my adult life" — more taxing than his 20-year career in the US Air Force.Keach's experience may sound extreme, but many found it relatable. Thousands of other users shared comments commiserating with how surprisingly demoralizing they've found their own job searches. Their anecdotes, and those of the people I've spoken with, suggest the world of hiring is strange right now. Economic instability, opaque hiring processes, and the destabilizing rise of technologies like generative AI have converged into an environment where it's hard for job seekers to feel like they have even a basic sense of what is going on. Finding a job right now isn't only tough, it's deeply weird.<h2>Economic (and emotional) turbulence </h2>While the <a href="https://www.businessinsider.com/labor-market-job-growth-unemployment-rate-april-jobs-report-2023-5">current labor market looks strong</a>, continued high inflation and the threat of recession are <a href="https://www.businessinsider.com/job-growth-unemployment-rate-march-jobs-report-2023-4">casting a dark shadow over its future</a>. Once-hot industries are freezing over and large companies are <a href="https://www.businessinsider.com/layoffs-sweeping-the-us-these-are-the-companies-making-cuts-2023">making layoff announcements</a>. For newly jobless workers, the hunt for a new gig is not only complicated by economic uncertainty and the always-arduous process of polishing a résumé and rusty interview skills, but also by digital phenomena that have become more advanced, widespread, and destabilizing in the years since many found themselves looking for work.Take, for instance, "<a href="https://www.businessinsider.com/ghost-jobs-why-some-companies-dont-respond-to-applications-2022-9">ghost jobs</a>" — positions advertised on job sites like Indeed and Monster that float around, seemingly unmonitored, luring in hopeful applicants and then never dignifying them with a response, not even an automated "no thanks." According to the Bureau of Labor Statistics, there are just <a href="https://www.cnbc.com/2023/05/02/jolts-march-2023-.html" target="_blank" rel="noopener">over 9.5 million job openings</a> in the US, down from a <a href="https://www.businessinsider.com/job-openings-march-jolts-labor-shortage-hiring-market-great-resignation-2022-5">record high of 12 million in March of 2022</a>, but still well above the pre-pandemic average. Despite this seemingly encouraging number, it's not clear how many of those openings reflect a real intention to hire. "I've applied for at least 200 roles, and I'd say probably only about 30 of them have actually come back and said, 'No, we're going with someone else,'" Keach told me. "A lot of times I'm just sitting there waiting in limbo, wondering what's going on." The proliferation of ghost-job postings isn't just anecdotal — a 2022 <a href="https://clarifycapital.com/job-seekers-beware-of-ghost-jobs-survey//" target="_blank" rel="noopener">study</a> by the small-business-loan provider Clarify Capital found that over 27% of 1,000 surveyed hiring managers admit to leaving "ghost job" postings up online for over four months, both to create the illusion of booming business and to placate overworked employees who want to see that their bosses are ostensibly looking for more help. Another <a href="https://www.employamerica.org/researchreports/a-vacant-metric-why-job-openings-are-so-unreliable/" target="_blank" rel="noopener">study by the think tank Employ America</a> found that listed vacancies can be misleading because online job postings make it easy for companies to advertise for an opening, even if they spend little effort actually trying to fill the role. William Warren, 52, who is currently unemployed after 20 years in sales and can't find a job in his home state of Georgia, is familiar with ghost-job postings — he calls the tactic "fishing without a worm."Individually, ghost-job postings can erode both trust in the job market and the morale of job seekers who are applying to hundreds of positions and never hearing back. On a macro level, ghost-job postings contribute to a skewed sense of how many opportunities are really out there for US job seekers right now. Plus, many positions that are available are in industries that are either highly specialized, like healthcare, or ones that many find unattractive, such as manufacturing, gig work, or service and retail jobs. If you're a worker in an industry like real estate, media, and tech — where <a href="https://layoffs.fyi/" target="_blank" rel="noopener">nearly 200,000</a> people have been laid off so far this year — these job openings aren't helpful. "I've been applying left and right, and there's a lot of oddness to it," Bishoy Riad, 31, who was laid off from his remote San Francisco tech job earlier this year, told me. "I did five interviews and a full-page web-page-proposal revamp for a position, then I was told I wasn't even shortlisted for it," he said of his job hunt. "I believe it's related to the fact that there's just so much talent supply in the market in the midst of all these mass layoffs." <h2>AI in hiring</h2>Even when an applicant is able to find a real job that a company is actively trying to fill, new technology is stacking the deck against all but the tech savviest. That's because instead of hiring managers reviewing applications, today many companies have turned to automation to reduce costs and simplify the process. Job platforms — including LinkedIn, ZipRecruiter, Indeed, and Monster — also use language-processing AI tools to filter applicants. Ian Siegel, the CEO of ZipRecruiter, told <a href="https://www.theguardian.com/us-news/2022/may/11/artitifical-intelligence-job-applications-screen-robot-recruiters" target="_blank" rel="noopener">The Guardian</a> last year that AI and algorithms process at least three-quarters of all résumés submitted for jobs in the US. "The dawn of robot recruiting has come," he said. "And people just haven't caught up to the realization yet."AI applicant-tracking systems filter résumés and cover letters by keywords — not necessarily by the most dynamic and interesting job candidates. A 2021 Harvard Business School <a href="https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf" target="_blank" rel="noopener">study</a> found that 88% of executives know their AI tools screen out qualified candidates but continue to use them anyway because they're cost-effective. These days, in order to get your application seen by someone, you need to know how to optimize it for AI hiring systems by doing things like keeping your résumé short and tailoring keywords to the position. This has inspired a cottage industry of résumé-scanning tools that help optimize a résumé's legibility to applicant-tracking systems. If applicants rely solely on the older conventional wisdom that a sparkling cover letter, straightforward CV, and plucky email introducing yourself to the boss will be enough to catch an employer's eye, they'll likely fall through the cracks no matter how perfect they are for the job.And the weirdness doesn't stop once an applicant passes the first round. The Society for Human Resource Management found that 42% of large employers (like Unilever and Deloitte, for starters) use AI hiring support, meaning job seekers may virtually interview with or be prescreened by an artificial-intelligence program such as HireVue, Harver, or Plum. After someone applies to a job at a company that uses this software, they may receive an automated survey asking them to answer inane personality-assessment <a href="https://www.jobtestprep.com/plum-assessment#:~:text=What%20Is%20the%20Plum%20Assessment,and%20attitude%2C%20and%20social%20intelligence." target="_blank" rel="noopener">questions</a> like "Which statement describes you best? (a) I love debating academic theories or (b) I adopt a future emphasis." An applicant could also be asked to complete a puzzle. Some companies use an automated interview: The applicant is filmed answering a series of questions while a program analyzes their speech and facial expressions — basically proving their "people skills" to a robot. No wonder that <a href="https://hbr.org/2023/02/are-you-prepared-to-be-interviewed-by-an-ai" target="_blank" rel="noopener">researchers</a> at the University of Sussex Business School described the experience of being interviewed by AI as "confusing and unsettling."And these AI-moderated processes might not be fair, either. <a href="https://ssir.org/articles/entry/when_good_algorithms_go_sexist_why_and_how_to_advance_ai_gender_equity" target="_blank" rel="noopener">Researchers</a> at the University of California, Berkeley, say that AI decision-making systems could have a 44% chance of being embedded with gender bias, a 26% chance of displaying both gender and race bias, and may also be prone to <a href="https://federalnewsnetwork.com/artificial-intelligence/2022/05/eeoc-doj-sounding-alarm-over-ai-hiring-tools-that-screen-out-disabled-applicants/" target="_blank" rel="noopener">screening out applicants with disab</a>ilities. In one notorious <a href="https://qz.com/1427621/companies-are-on-the-hook-if-their-hiring-algorithms-are-biased" target="_blank" rel="noopener">case</a>, an audit of an AI screening tool found that it prioritized candidates who played high-school lacrosse or were named "Jared." (<a href="https://www.theguardian.com/technology/2019/oct/25/unilever-saves-on-recruiters-by-using-ai-to-assess-job-interviews" target="_blank" rel="noopener">Some companies</a> claim that AI has in fact led to more diversity in hiring.) In 2022, Congress gestured toward the importance of moderating the use of these programs with the Algorithmic Accountability Act, which would have required that employers across states perform an impact assessment of AI decision-making, but the bill was never passed. Only Illinois, Maryland, and New York have <a href="https://www.computerworld.com/article/3691819/legislation-to-rein-in-ais-use-in-hiring-grows.html" target="_blank" rel="noopener">state laws</a> regarding the use of AI screening by employers in the hiring process — laws that include requiring a bias audit and telling applicants when AI is being used. <h2>Weird work</h2>There's no shortage of reasons why job hunting feels strange right now. In the blink of an eye, workers have gone from feeling galvanized by a hot job market and the Great Resignation to feeling acutely stressed by mass layoffs, the rising cost of living, and the widespread <a href="https://www.businessinsider.com/work-life-balance-job-satisfaction-burnout-great-resignation-office-return-2023-4">phasing out of remote work</a>. And among the companies that have embraced remote work, competition for roles is especially high, since the hiring pool for these roles now stretches across the country or, in some cases, world. As a result, half of Gen Z job hunters surveyed by the career site <a href="https://ripplematch.com/insights/gen-z-is-losing-confidence-in-the-job-search-in-2023/" target="_blank" rel="noopener">RippleMatch</a> this year said they were not confident they will be able to find a job that meets their standards in the coming months.And now, generative AI tools like ChatGPT are contributing to job loss. Goldman Sachs recently predicted 300 million jobs in the US and Europe could be replaced by AI. And <a href="https://www.hrreporter.com/focus-areas/automation-ai/survey-finds-many-employers-laying-off-workers-because-of-chatgpt/373964" target="_blank" rel="noopener">market research</a> by ResumeBuilder found that 48% of 1,000 surveyed US employers said they have replaced workers since ChatGPT became available in November 2022. Plus, 63% said that ChatGPT will "definitely" or "probably" lead to workers being laid off within the next five years. "I think there's a great deal of hesitation for companies to make investments in people knowing that these tools are on the horizon that will reduce their need for people," Ali Abbasi, a consultant based in Vancouver, British Columbia, told me. One silver lining, though, is that AI works both ways: Job seekers can also use AI tools to help with writing their CVs, formatting their résumés, preparing for interviews, and other laborious elements of the job hunt. Because of his concern about the growing impact of AI on employment, Abbasi created a free library of advanced ChatGPT prompts called AI for Work to help workers do their jobs. "There's a lot of fear amongst individuals as they see these new tools come out that actually replace big portions of their roles," he said. But he added that "employees will not be replaced by an AI, they will be replaced by another person who can leverage AI to do the job." Suddenly, knowing how to work with AI tools and resources is an important edge for job seekers to have.Job hunters may also take small comfort in the fact that having a period of unemployment on your résumé these days isn't as stigmatized as it once was. "So many people have been laid off that being unemployed — if you can financially afford that and look for a job — isn't going to harm you as much as years ago when people actually were worried about why you were unemployed," the career coach Marlo Lyons told me. If you feel that looking for work is strange right now, you're not alone. And as generative AI continues changing the shape of work, companies float jobs that they have no intention of filling, and layoff announcements permeate the news, discombobulation is par for the course.<a href="https://www.businessinsider.com/author/adrienne-matei" rel="">Adrienne Matei</a> is a freelance journalist based in Vancouver, Canada. She writes about culture, technology, lifestyle, the environment, and more.

AI has infiltrated the hiring process &mdash; and it's making it miserable to find a new job

Courtesy of Jeffrey FleischmanJeffrey Fleischman.<ul class="summary-list"><li>Jeffrey Fleischman is an accomplished senior executive with over 35 years of success in the financial services, banking, insurance, and ecommerce industries. He is the CMO of Altimetrik.</li><li>The following is an excerpt from his book, "<a href="https://www.amazon.com/Advice-My-Younger-Self-Navigating-ebook/dp/B07RKH5JXK">Advice To My Younger Self</a>."</li><li>Early in his career, he weathered an unexpected layoff, and he says that everyone should expect at least one inopportune event like this in their careers.</li><li>Build up a financial safety net, and be proactive about what the job market looks like. And know what you would want in case the hypothetical becomes a reality.</li><li><a href="https://www.businessinsider.com/?hprecirc-bullet">Visit Business Insider's homepage for more stories.</a></li></ul>S--- happens! It may not be the most elegant phrase to describe the way life throws unexpected events at you, but it's a fact. Our professional lives are full of abrupt changes that can happen at the most inopportune times. Reorganizations, downsizing, outsourcing, automation or AI replacement, relocations, and changes in leadership have become so common nearly everyone encounters them at some point. These events will test and shape you, and your responses to them can change the way others think about you.When I was halfway through my first rotation in a bank management development program, my boss called me into his office. He had a serious look on his face; I couldn't imagine what he was going to tell me. He explained that 10% of the colleagues I worked with would be getting laid off and leaving the building immediately. I'd been in the corporate world for less than six months. I was in shock. "Unfortunately," he said, "this is something that you and your generation will very likely experience throughout your career." He was right.This happened at a time when most companies had an unspoken rule of lifetime employment. It may be hard to imagine today, but there was a time when people started their career with a company and expected to retire with that same company. In fact, there was a stigma associated with being laid off. People would assume it was due to low performance, and it often became an obstacle to finding a new job.Today's corporate culture is rife with layoffs. Employees are much more acclimated to the inherent uncertainty of their jobs, and company loyalty has largely disappeared. Not surprisingly, this serial layoff culture has led to the rise of the perennial passive job seeker. Many people are open to discussing potential new opportunities even when they're satisfied with their current role or company. As the saying goes, "The best time to find a job is when you have one."Unless you're incredibly lucky, you will experience at least one layoff or change in role that forces you to look for a new job. There may be times preceding such an event when your intuition sends off a warning, but recognize that you can also be blindsided. You may have a good reputation and solid performance reviews. But working hard and being successful doesn't always lead to recognition and advancement.What should you do if it happens to you? The first thing you should do, and it is difficult, is to not take it personally. Events that affect you may not seem fair, and in some cases, they aren't. Quickly put these events behind you, and don't stare in the rearview mirror. Remember that others will be watching, and how you choose to respond will get their attention. Pouting or complaining will be considered immature behavior. Doing so can close the door on other opportunities within the company.Focusing on the future is the best approach you can take. As bleak as things may seem, you can always count on new doors opening and presenting opportunities for the next chapter in your career.Courtesy of Jeffrey Fleischman"Advice To My Younger Self."The next step is to craft a plan to guide you through the transition. Understand your options, timing, and priorities. Decide on the roles you desire and companies you want to work for. Once you have prioritized these, be prepared to communicate this information to others. Create a one-page personal profile that will help others understand exactly what your career goals are. This is different from a resume or CV. A resume or CV is a recap of your experience, education, and awards. A personal profile details the roles you are interested in, your core strengths, and what kinds of companies you want to work for. The sections should include:<ul><li>A brief career summary</li><li>Three to four career highlights with brief summaries</li><li>Specialties and skills</li><li>Target positions</li><li>Target company profiles</li><li>A specific list of targeted companies</li></ul>As you look for a new position, ask questions. Can you envision where this job will lead, what your next role might be? Will the new job give you the potential for career advancement? Will it expand your skills or expose you to new responsibilities? Is the company an industry leader? Are employee reviews of the culture and leadership favorable?It's important to be prepared - to have a game plan for handling the unexpected. Your goal should be to give yourself options. The last thing you want to do is make a hasty decision that takes you from one difficult situation into another. It may be hard to turn down a job, but it will be far more difficult in the long term to accept one that you really don't want.The reality is that doors will close unexpectedly. Part of career nimbleness is being prepared to face the unknown. Make it a priority to create a financial safety net, and take a proactive approach to monitoring the job market. Have a plan to weather career detours and downturns so you won't be forced into making suboptimal decisions.Here is a mini-survival guide:<h2>Be financially prepared</h2>I've read that saving the equivalent of three months of expenses is a good benchmark. I don't agree; six to twelve months is a more appropriate amount to see you through a transition. It's difficult to save money, let alone to save enough to cover a year's worth of expenses, but this is your best insurance against being forced to make undesirable career choices.<h2>Become a passive job seeker</h2>Know your worth for comparable roles. Stay current on what jobs or skills are in demand. Look into compensation of your skills and experience level at other companies, or work with a recruiter. Information, like savings, is a crucial hedge to hasty decisions that come from unexpected situations and change.<h2>Network 24/7</h2>Continuously connect with members of your network. Your network consists of former colleagues, recruiters, friends, or others you've met in professional settings. Know who the key members in your network are, and which of them you can rely on if needed. Ensure that your social media profiles and resume/CV are professionally written, proofed, and current. Be sure to include the appropriate keywords and skills for the roles you are most interested in finding. Offer to help others when they go through their own transitions.<h2>Know what you want</h2>Whether employed or in transition, think about what types of roles you are willing to consider. Are you willing to change industries? Can you relocate? Are you willing to take a reduction in compensation for the right role? Do you want to start your own firm? Don't wait until a job change occurs to know these answers; revisit these questions annually.The reality is that doors will close unexpectedly. Part of career nimbleness is being prepared to face the unknown. Make it a priority to create a financial safety net, and take a proactive approach to monitoring the job market. Have a plan to weather career detours and downturns so you won't be forced into making suboptimal decisions. Most importantly, while you will experience stress when a door closes, be optimistic about the opportunities that will emerge when new doors open.Reprinted from "<a href="https://www.amazon.com/Advice-My-Younger-Self-Navigating-ebook/dp/B07RKH5JXK">Advice To My Younger Self</a>." Copyright © 2019, Jeffrey Fleischman. <h3>NOW WATCH: <a href="https://www.businessinsider.com/deepak-chopra-how-to-unleash-your-happiness-creativity-productivity-2019-11">Deepak Chopra explains how to unlock your natural happiness, creativity and productivity</a></h3>

How to get through an unexpected layoff - without settling for a job you hate

In the fall of 2020, I found myself in unfamiliar territory: I was looking for a new job. In theory, it was something I should have known a lot about as an economics reporter. But in practice, I was lost. Because I had stumbled into a great job right out of college, and stayed with that company for a decade, I was blissfully unaware of how soul-crushing it was to be a job seeker in 21st-century corporate America.I threw myself into the task. I meticulously researched employers. I applied to a dozen openings. I tailored my CV to match each job description. I wrote heartfelt paragraphs about why each role was perfect for me. Yet all I got back was a raft of canned rejection emails — or worse, silence. I was floored that I didn't advance to a single interview. This is terrible, I thought. How does anyone do this? I might as well have been sending my applications out into the ether.Luckily, I landed a job after a few months. But the experience stayed with me. And these days, applying for a job has turned into even more of a nightmare. In the current market, it's not uncommon for totally unremarkable jobs to attract <a target="_blank" href="https://www.businessinsider.com/remote-wfh-jobs-application-odds-tech-market-rto-2023-9">thousands of applications</a>. Employers are so overwhelmed by the flood of résumés that they're barely able to glance at most of them, let alone read them. The whole process has become an odds game: Job seekers submit their cover letters to hundreds of companies, struggling to stand out among the tsunami of applicants. Things have gotten so grim that LinkedIn no longer trumpets the number of people who have applied to openings on its job portal.So when I heard that you can now use a bot to mass-apply to job openings, I was intrigued. The bots — with names like LazyApply and Massive — have turned job hunting into a technological arms race. You pay a fee, feed your résumé into the bot, tell it what you're looking for, and blam! — it starts sending out hundreds of applications on your behalf, often in real time. It's the promise of AI, applied to the job market: an intelligent, personalized, HR-slaying machine, designed to land you a gig through a combination of tech-savvy and brute force.The question is: Do the bots work? I decided to find out. So I went undercover in the age of AI.I wasn't looking for a job. But late one night I cracked open a beer, updated my résumé, pulled out my credit card, and entrusted my fate to a job-application bot. Which roles would it apply to? How accurately would it reflect my skills and interests to employers? A friend joked, "Does your editor know this story might end in you taking a new role?" The thought hadn't even crossed my mind. I didn't think any employers would actually bite. How could an AI-generated version of me possibly compete in such a crowded and chaotic job market?Some 120 applications later, I stood corrected.The first bot I tried was called Sonara. For $79.99 a month, I signed up for the most expensive "amplitude" plan, which would allow me to apply for 420 openings. After I spent a half hour uploading my résumé and completing my profile, Sonara showed me maybe a dozen job options. I greenlighted a few of them, and the bot promised it would send them out. Each morning when I logged back on, it would send me a trickle of new options to consider. But the ones I approved continued to sit in the queue, unsent. It was hardly the job-applying firehose I was looking for. I pinged customer service a few times. Then, after a week, a statement popped up on Sonara's website. The service was shutting down. Great, I thought. There goes my $79.99.Undeterred, I signed up for WonsultingAI, which seemed like a bargain at only $19.99 a month. It was a little more manual than Sonara: Every time I wanted it to pull in more job openings, I had to input my experience level and specify the title and location of the position I was looking for. It had a cool feature that allowed me to use a different résumé for each job title I applied to, meaning I could highlight different skills and achievements for various positions. But like Sonara, it didn't show me many job openings, and it was pretty glitchy. About one in three applications never went through.<div type="image" title="A robot carrying resumes." height="2000" width="2000" msid="108238936" hostid="261"></div>I had more hope for Massive, another bot I tried. True to its name, it showed me way more openings than Sonara and Wonsulting. But it had a limited, preset list of corporate occupations I could apply to. I chose a couple that felt most relevant to what I do: content marketing and PR. For $39 a month, it would send out up to 50 applications a week. Every few days, I would spend 20 minutes sifting through the options and vetoing the jobs that weren't relevant. It all seemed pretty seamless. After a few days, I started getting a steady stream of automated emails from various employers thanking me for submitting my application. Still, 50 applications a week felt pretty tame in the AI age. What I wanted was a true spray-and-pray machine, the AK-47 of job-application bots. For that, I turned to LazyApply.LazyApply didn't offer a monthly subscription option, so I purchased a lifetime plan for $129. That gave me the ability to submit a maximum of 750 applications per day. (A more expensive plan came with unlimited applications, but I just couldn't imagine sending out more than 750 in a week, let alone a day.) Unlike the other bots, which ingested job openings into their own sites, LazyApply submitted applications via external job boards. So I linked my brand-new LazyApply profile to my accounts on Indeed, ZipRecruiter, and LinkedIn. Then I set it loose.Unlike the other bots, LazyApply did all the applying in real time, right in front of my eyes. It was as if someone had hacked my computer: I watched as the bot clicked on various boxes and typed out answers to short questions. For the first few minutes, I was mesmerized. Then, I started to panic. In one application, the bot indicated that I speak conversational-level Spanish, which I definitely do not. In another, it reported that I was African American, even though I had specified in my LazyApply profile that I am Asian. I shouldn't have been surprised, given AI's well-known propensity to <a target="_blank" href="https://www.businessinsider.com/ai-chatbot-chatgpt-google-microsofty-lying-search-belief-2023-2">make stuff up</a>. But I was alarmed. If I had been a real job seeker, I probably would have pulled the plug on the rogue machine. Instead, I let LazyApply do its thing. I was curious to see which jobs, if any, Spanish-speaking African American Aki would land.Then things got even weirder. A few applications in, I realized that LazyApply wasn't using the updated résumé I had given it. Instead, it was attaching a document I didn't recognize, titled "Aki Ito Cover Letter, Resume, Links for Insider.pdf." That's strange, I thought. Did LazyApply auto-generate a cover letter for me? I wondered whether it was any good. But when I opened the PDF, I saw it was dated October 24, 2020. It read: "Dear Mr. Carlson: I'm writing to apply for the analytical features editor position at Insider." Instead of sending out the updated résumé I'd provided, LazyApply was submitting an old cover letter it had found buried in the depths of my LinkedIn account, from when I had applied to BI three years ago. In a single spurt, 27 employers — ranging from a website I had never heard of called CryptoNewsZ to venerable publications like The Boston Globe — received an application from me that talked about how much I wanted to work for one of their competitors. LazyApply, I realized in horror, was living up to its name.Applying for jobs has never been easy, or pleasant. Nobody liked it back in the old days, when people found work by scanning the classified ads in their local newspaper, going to Kinko's to print out their résumés, mailing off their applications, and then waiting weeks or months to hear back. Looking for work has always been work.The internet promised to change all that. Three decades ago, when Monster and CareerBuilder launched, they sought to match huge pools of job seekers and employers in one big forum — to create what's known, in economics, as a thicker market. With more efficient matchmaking between companies and prospective employees, the thinking went, we might even be able to permanently lower unemployment and boost productivity.But a thicker market actually didn't make the matching process any more efficient. Employers got access to a larger pool of applicants, but they didn't have the tools to sort through the sudden influx of options. Besieged by volume, they coped by spending less time reviewing the details of every applicant and ghosting the ones they rejected. Candidates adapted by sending out more applications, which further overwhelmed HR departments. The new technology came with an ironic twist: It made it easier than ever to apply for a job, and harder than ever to actually land one.The first wave of AI was supposed to fix what the internet broke. Job boards began to take on a more active role in the marketplace, using big data to recommend the best jobs to job seekers and the best job seekers to employers. A decade ago, when I was writing for Bloomberg, I posited that the new approach might finally solve what one economist called the job market's "<a target="_blank" href="https://www.bloomberg.com/news/articles/2013-04-03/algorithms-play-matchmaker-to-fight-7-7-u-s-unemployment-jobs">needle-in-the-haystack problem</a>." I couldn't have been more wrong. The vicious cycle continued, forcing everyone to apply to ever more jobs as their chances of success dropped. Hence the bots.<div type="image" title="A microscope reveals a robot face where a human face appears on a résumé." height="2000" width="2000" msid="108238937" hostid="261"></div>So far, though, it looks like the arrival of job bots is only making the problem worse. For starters, employers hate them. HR departments have no way of knowing which applications came from a human and which came from a machine. Unless, of course, the bot screws up, like LazyApply did on my applications. Factual errors, nonsensical answers to questions, false promises of Spanish fluency — letting a bot do your job hunting can make you look really, really bad."It's definitely a huge risk," says Tony Riggins, who has years of experience as a recruiter for leading tech companies. "It can completely damage your candidacy, and perhaps even your reputation, if you're a candidate with an application making mistakes." Thanks to LazyApply, I've probably destroyed any chance I had of working for The Boston Globe.Some of the bot services are aware of their technology's limitations. Their solution is the same one that tech platforms like Facebook and YouTube have long been forced to resort to in the face of their algorithmic chaos: reintroducing a layer of human oversight to the process. Massive relies on human "job experts" to double-check every application completed by its bot. Other services, including Teal and Simplify, use Chrome extensions that make you responsible for reviewing the bot's work, forcing you to click "submit" before each autofilled application is sent.Ladders, a job board that specializes in high-paid positions, takes human oversight a step further. Early in the pandemic, when hiring came to a standstill, the company brainstormed new ways to help job seekers. "A top complaint over and over again was, 'It takes me too long to apply for all these jobs,'" recalls Marc Cenedella, the founder and executive chair of Ladders. "It is mind-numbing, soul-crushing work." So in 2020, the company rolled out a new feature: a team of humans who would complete your job applications for you. At $49.97 a month, it proved wildly popular: Today, the majority of applications on Ladders are completed by human proxies instead of job seekers.Ladders' decision to refrain from fully automating its service is intentional. Cenedella says his team has taken a look at a variety of job-application bots. "What we're interested in is quality, accuracy, and speed," Cenedella told me. "So far, we haven't found any that have met those bars for us."Still, we know how this story goes. It's as old as John Henry. Humans may, in the short run, manage to beat a steel-driving machine. But sooner or later, their hearts will explode from trying to keep up. The humans at Ladders can only send out 50 applications for you each month. But the job bots at LazyApply and other services never get tired. They aren't aiming for quality. Like most tech these days, they're betting on scale.It's a smart bet. Much to my surprise, out of the 126 jobs I applied to with the bots, I ended up hearing back from seven employers. That's a 6% success rate — pretty high, considering that half the jobs were in areas like PR or marketing, in which I have zero experience.I responded to each email I got with an apology, explaining that I was testing out the bots for a story I was writing. Did the employers have any inkling that my application came from a bot?"I wouldn't have guessed," one recruiter told me. "There's no way to know on LinkedIn jobs." Another hiring manager wrote: "The main thing that was unusual about your application is it included a cover letter for an old job and outdated CV." Yet even that level of screw-up hadn't deterred him. "Other than that," he said, "nothing struck me as bot-like or weird."A third employer — a journalist whose work I've admired for years — was also fooled. "Yikes," he wrote when I told him my application was bot-produced. "Have not run into that, and didn't realize." He added, somewhat sheepishly: "I was on a cross-country plane and tired." Getting duped by a bot may not be a good outcome for an employer, but it felt like a win for me. After all, I got seven callbacks, compared with the zero I got with the handcrafted, low-volume strategy I took three years ago — and the bot-driven process required far less time and energy. Moreover, it felt like a form of equity. Let's face it: HR departments approach the job-search process in a purely transactional manner, sending out automated rejections to desperate job seekers who spent days polishing and perfecting their applications. Now I was doing the same, using adaptive machines to get my human foot in the door. It made the whole shitty process feel a bit more manageable. And if using bots increases your odds of success, it's worth a shot. The more darts you throw at the wall, the better chance you have of hitting the bull's-eye.But whatever value they provide for weary job seekers, it's worth noting that spray-and-pray bots don't address the larger issue that prevents many applicants from landing a job. Ultimately, it's not how many applications you send out that wins the day — it's the connections you have. A good résumé is one thing, but if Bob over in marketing says you'd be a great addition to the team, that means a whole lot more."The biggest challenge for job seekers is that you see a great job, but you see it at the same time as 5 million other people on the job board," Emily Lamia, an experienced career coach, told me. "How you find out about those jobs before they're listed, and how you make the right connections to even design a job for yourself, is how people end up in positions that are really fulfilling for them." Lamia routinely polls her clients, and she's found that 80% of the time, they got their current jobs — and most of their past ones — through some kind of connection. That's why she says she would never recommend job-search bots to her clients. Instead of cold applying to hundreds of jobs, they need to focus on networking for the ones they really want.Networking is ultimately how I landed my job at Business Insider. My original cold application to the company — the one that included my "Dear Mr. Carlson" cover letter — went nowhere. So I swallowed my pride and messaged anyone I knew who might be able to provide me with an introduction. One former colleague I reached out to suggested I talk to a friend of his at BI. The friend, in turn, connected me with an editor there, who then introduced me to his boss, who passed me on to a different boss, who eventually hired me. Thanks to those introductions, a company that showed zero interest in my initial application offered to create a whole new position to enable me to report on the rapid changes unfolding in the American workplace. No bot could ever do that.Still, I came away from my time among the job-search bots feeling the way I do about much of AI. It can be incredibly helpful for plowing through tedious tasks. And it's going to get better over time. But for now, you have to keep an eye on it. At the moment, relying on a bot is like turning a task over to an intern. They're hardworking and helpful. But they're also inexperienced and underpaid — so you'd be smart to check their work.<a target="_blank" href="https://www.businessinsider.com/author/aki-ito">Aki Ito</a> is a chief correspondent at Business Insider.

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