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<ul><li>Your <keyword id="93698" type="PERSON" weightage="20" keywordseo="resume">resume</keyword> is the first impression of you and your work from the potential employer’s perspective.</li><li>Nowadays, companies are using advanced technology softwares to help the human resources (HR) team to shortlist the candidates.</li><li>This is a list of points to remember when you are preparing your resume.</li></ul>You have been looking for a good job for a while. You have all the qualifications and skills, but not getting calls from employers? Or you have all the skills and grades needed for that college, still couldn’t get through? If this sounds familiar, then you may definitely need to upgrade or revise your curriculum vitae (<keyword id="6499922" type="UNKNOWN" weightage="20" keywordseo="cv">CV</keyword>) or resume. Your resume is the first insight or impression from the potential employer’s perspective. It is absolutely necessary to make your resume strong and increase your chances of selection. Business Insider spoke to a few experts who shared their valuable insights from the point of view of selectors or interviewers on how to make a <keyword id="11677572" type="UNKNOWN" weightage="20" keywordseo="perfect-cv">perfect CV</keyword>. <cmsannotation type="cmsannotation" annotationid="Resumes actually increase your chances of employment" comment="subhead" text="Resumes actually increase your chances of employment">Resumes actually increase your chances of employment</cmsannotation> “While it is important to catch an eye, it is far more important to have substance and even more credibility. It can get you a seat on the table, but won’t get you through the door of the organisation,” said Aayush Gupta, marketing head of Uplers, an outsourcing agency for tech services like web development, UI/UX. Your resume can make you stand out among the crowd. <cmsannotation type="cmsannotation" annotationid="Important aspects to keep in mind while making your resume" comment="subhead" text="Important aspects to keep in mind while making your resume">Important aspects to keep in mind while making your resume</cmsannotation> Nowadays, companies are using advanced technology softwares to help the human resources (HR) team to shortlist the candidates. One must tailor-make resumes to suit the profiles of the job they are applying for. It is of utmost importance to include important keywords in a resume that could help in tracking systems to choose the right candidate. These are the important aspects to be considered, according to Surekha Shetty from the office of career advancement and networking at Alliance University in Bengaluru -- <ol><li>Credibility One shouldn’t lie on their resumes. Your resume is a set of claims that you make and so one is accountable for them. Make sure that whatever you write, you can easily back up when the discussion around them comes up.</li></ol>2. Highlight achievements and results Students who recently graduated must focus on their academic/non-academic achievements accompanied by description. 3. Formatting A poorly formatted resume definitely reduces the chances of getting hired or getting selected. Punctuation errors, misspelled words or uneven use of font are generally frowned upon by employers or selection committees. Proofreading your resume before sending it out is advised to all the seekers. 4.Robot-friendly resume As technology is taking over the manual work of sifting through piles of resumes, students and professionals should focus on structuring their resumes that meet the criteria of the tracking device. Ensure using optimised or relevant keywords. For example — If one is applying for the job role of a software engineer, use words like ‘programmer’ or ‘developer’ or skills that describe a software engineer. Different companies may use different words to describe a specific job description, so choose the most appropriate words and incorporate them intelligently in your resume. 5. Memorise your resume Candidates should be well-aware of the points mentioned in their resumes as the interviewer may ask you any potential question directly through your resume. Additionally, one should also at least prepare supporting details for each point in order to pass the interview. <cmsannotation type="cmsannotation" annotationid="What are all things to be mentioned in your resume?" comment="subhead" text="What are all things to be mentioned in your resume?">What are all things to be mentioned in your resume?</cmsannotation> Writing a resume is itself an art or can say a specialisation. All the employers or selectors evaluate resumes on the basis of quality. As a limited amount of time span is given to each resume, one should ensure that the length of your CV does not exceed more than two pages. Interviewers just take a scan of 5-10 seconds and look for certain relevant information. These are the things that should be mentioned or highlighted in your resume as suggested by experts — <ol><li>File name</li></ol>It may sound funny or weird, but the file name plays a big role. We all know that resumes are saved in folders, desktops or storages, file name is the first word the interviewer reads. For instance, a file named ‘Resume pdf’ or ‘My Resume’ may not be clear, it may be referred further or may be not, but a file named ‘Vaamanaa_Sethi_HR_Leader. Pdf’ can make a high impact on the recruiter as the message will be loud and clear to the recruiter. 2. Introduction In order to prioritise, freshers and professionals must start with introducing themselves including their personal details like name, coordinates and location, followed by a few lines on the career so far. An introduction on career gives the interviewer an idea whether you are fresher or experienced professional. 3. Objective A clear objective shows a purpose. It can clearly lead to a starting point of any discussion with your interviewer. It could very well give a good opening to the discussion. Your objective should not only remain in your resumes, but also be reflected in your discussion. 4. Experience and educational background One should mention their prior working experience including internships and projects in which they were involved. It will definitely define your key result areas (KRA) and transitions. Make it credible and one shouldn’t attempt to make it larger than your actual role. Relevance of the job requirement with your education can bring you in front of the queue especially when there are hundreds of other applicants. You should briefly list down your educational qualifications after mentioning your work experience. Extracurricular activities and achievements should also be included. 5. Skills At a certain point, your skills matter more than your qualifications. If you possess the skills which are required for the job, your CV should shout it out loud, including relevant skills can boost your chances of being shortlisted. 6. Certifications and achievements Post academic certifications imply that the person is continuously progressing and learning, which can be taken as a positive sign by the interviewer. Your past work achievements should definitely be highlighted as it can create a major impact on the recruiter’s mind. <cmsannotation type="cmsannotation" annotationid="When you have no industry experience" comment="subhead" text="When you have no industry experience">When you have no industry experience</cmsannotation> This is one of the most asked questions, especially by freshers who are just about to begin their professional career. When a student recently has graduated from college and with no prior experience is applying for an industrial placement then it is important to highlight the transferable skills and soft skills. “One can highlight their presentation skills, communication, reporting and so on including a few valid certificates,” said Arjun Nair, co-founder of Great Learning, an online learning platform based in Gurugram. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/careers/news/it-engineers-web-developers-students-can-take-benefits-of-state-government-internships/slidelist/84519217.cms">IT engineers, web developers and more — State governments are inviting applications for paid internships</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/travel/news/indians-planning-to-travel-more-as-covid-19-restrictions-relaxed-in-many-states/articleshow/83867486.cms">Indians are making big plans of ‘revenge travel’ as COVID-19 restrictions get lifted in many states</a>

How to make a perfect CV? From a good file name to formatting to keywords for robot-friendly resumes

<ul><li>Hiring managers spend merely six seconds on each <keyword id="93698" type="PERSON" weightage="20" keywordseo="resume">resume</keyword>. </li><li>According to resume experts, HR professionals don’t read resumes that are without a <keyword id="1108959" type="PERSON" weightage="20" keywordseo="Cover-letter">cover letter</keyword>. </li><li>From the recruiter’s perspective, the key details a resume should have are the applicant’s work experience, achievements, education and skills. </li><li>According to Indeed, the resume should be built with font size between 10 and 12 points. </li></ul>A resume is the first round of an interview process, and most applicants are unfortunately rejected at this stage. Hence, crafting a good resume and cover letter is the first essential step to land a job. From a recruiter’s perspective, it should include the applicant’s work experience, achievements, education and skills. What are the ‘Keywords’ According to the employment search platform Indeed, a well-crafted resume should include the very keywords that are a part of the job’s description. For instance, if you are applying for the job posting of a coder or programmer, take the words or or coding languages listed in the description and add them to your skills — if relevant. While providing information, ensure that your text is crisp and on-point. According to researchers, hiring managers spend merely six seconds on each resume. So, one should mention the skills right away at the top of the CV instead of beating around the bush. While you list your skills, keep the ones most relevant to the job higher. The resume can have statistics. For instance, if it is a target-based job, the resume can include numbers on what and how much you accomplished at your last job. Cover letter Though the resume is a way to know the applicant, a cover letter is supplements it with a brief on skills and experience. According to resume experts, HR professionals don’t read resumes that are without a covering letter. A cover letter should briefly explain your current job role, skills and metrics to let the employer know how you fit in perfectly. Active language The resume should be written concisely in an active voice. “During my time in the company, I handled various team projects and coordinated well with the team members.” It can be more effectively presented like “Led various team-based projects and effectively coordinated group tasks.” No fancy fonts The resume should not have too many fancy fonts. It should be clear and easy to read to make it look professional. According to Indeed, the resume should be built with font size between 10 and 12 points. See also: <a href="https://www.businessinsider.in/soft-skills-can-save-your-job-from-the-machines-but-young-professionals-are-severely-short-of-it/articleshow/70243130.cms">Soft skills can save your job from the machines but young professionals are severely short of it</a> <a href="https://www.businessinsider.in/office-politics-and-automation-are-employees-biggest-fears-shows-hbr-ascend-survey/articleshow/70244713.cms">Office politics and changing job roles are hurting employees the most, says a survey</a> <a href="https://www.businessinsider.in/always-on-work-culture-is-affecting-mental-health-of-indians/articleshow/69522649.cms">‘Always On’ work culture is affecting mental health of Indians</a>

Design your resume with a basic font and cover letter to land a job

<ul class="summary-list"><li>Angie Chen left investment banking to become a campaign marketer after feeling burned out.</li><li>She suggested tips for networking and revamping your résumé when switching industries.</li></ul>One year after starting her investment banking job, Angie Chen received her bonus. She then put in her two weeks notice."I used to feel so cool saying I worked in finance, in investment banking, I'm not going to lie," she told Business Insider.But Chen said that the status of a career in finance wasn't worth the grueling work. The highly coveted six-figure starting salary — and potentially millions if you successfully work your way up the banking ladder — is usually accompanied by <a target="_blank" class="" href="https://www.businessinsider.com/what-junior-bankers-think-of-goldman-sachs-jpmorgan-and-more-2022-12">long hours</a>. The typical 80 to 100-hour workweeks have caused some <a target="_blank" class="" href="https://www.businessinsider.com/11-junior-banker-quit-goldman-sachs-healthcare-team-burnout-bonuses-2022-8">junior bankers to complain about burnout</a> and exhaustion.Although she was aware of what a job on Wall Street entailed, Chen said that it became less tolerable for her after graduating from college."I think as I grew older, I just valued my free time, my independence, and just personal interest and passion a bit more than just grinding 24/7 for a corporate company," she said.Chen, who made content about her investment banking career on <a target="_blank" class="" href="https://www.tiktok.com/@angies_listt?_t=8qGwgqwCnfu&amp;_r=1">TikTok</a>, said that her social media inspired her to consider entering the marketing industry."I loved the creative freedom that I had from it," she said. "As I was thinking about transitioning out of banking, marketing was one of the roles that came up."Now a campaign marketer, Chen said that she has gotten several comments claiming she "downgraded" in her career, but they don't bother her — especially since she believes that many assume that marketing is a low-paying industry. But the field offers several positions that are more "analytical and data-driven" with higher pay, she told BI. While the pay for various marketing roles varies, the US Bureau of Labor Statistics estimates the average salary for marketing managers in the US to be $166,410.For those considering a career pivot of their own, Chen offered the following pointers.<h2 id="4ae17935-cd82-41f5-ac74-cfba62475a20">Figure out your pros and cons</h2>You might not be happy at your current job or company, but Chen said it takes time to understand why.She suggested making a list of reasons you don't like your current role but also the positive aspects of your company. Chen said it helps you visualize what you want in your next firm and narrow down your priorities when looking at different opportunities."For some people, it might be culture and team, but for others, it might be money and prestige," she said. "For me, the biggest one was exit opportunity, and the second was pay."Eventually, Chen narrowed her ideal positions to campaign management, growth marketing, and product management marketing — which she hopes to eventually work her way into."I thought it was a perfect blend of my interest in marketing, my analytical background, and my coverage of technology," she said. "It combines everything into one singular role."Chen also said she found the culture within marketing less overwhelming than that of banking, where she said she struggled to find a senior mentor."My current manager is very hands-on with my day-to-day," she said. "So there's a lot of chances to gain visibility and just showcase where you add value."Other experts have <a target="_blank" class="" href="https://www.businessinsider.com/how-to-plan-for-challenges-when-changing-careers-expert-advice-2022-9">also advised</a> breaking down whether you are being "pushed" out of your current profession because of something you don't like or if you're being "pulled" toward another opportunity. If something is pushing you out of your role, consider implementing certain changes, like switching teams, that can rectify your role.<h2 id="9db6504c-ee57-43dd-be8f-05953792f819">Network with 'warmer contacts'</h2>While cold messaging on LinkedIn is a common strategy, Chen suggested trying to obtain "warmer contacts," or contacts suggested by mutual connections."Definitely quality contacts over quantity," she said. "When I network, I don't like it to be super formal."Chen said that because she was fairly transparent to her banking coworkers about her interest in marketing, several of them offered their contacts in that industry."I was also just fortunate because I was sharing my career journey on social media," she said. "A lot of people had actually reached out to me to give advice and recommend roles or people to talk to."She also said that people should do their "own basic homework" and narrow down a few roles that they are potentially interested in before reaching out. Chen said during her research, she broke down the different sub-verticals within marketing and eliminated areas that she was not interested in."And then ask people why they chose this industry, what their long-term goals are, any advice they have," she said. "And if any of those resonate with you, that might be the field for you."<h2 id="17faadd2-efa1-4bc4-b40a-e20e5860b134">Revise your résumé</h2>Don't assume your résumé is ready just because it worked for you in your current industry.Chen said that when she presented her résumé to marketing professionals, several had "no idea what it was even talking about.""My résumé was very, very finance-heavy," she said. "I did have to revamp it completely to just make it less finance jargon and more marketing-friendly."Chen spoke with many marketing experts to "understand the way they speak" and familiarize herself with industry terms. Based on their feedback, she simplified her CV by removing any deals and finance-specific nuances and highlighting "transferable skills" that were applicable to both industries."Data and analytics were big ones since that's the direction that marketing is heading, and client relationship as well," she said. "Also presentation and project management skills."Career coaches <a target="_blank" class="" href="https://www.businessinsider.com/cant-get-job-what-to-never-always-include-resume-hiring-2024-10">have also advised</a> job seekers to keep their résumé specific but also include specific keywords tailored to their new industry.

A former investment banker who changed careers has 3 tips if you're considering switching industries

<div class="KonaFilter image-container display-table"><div><div class="image on-image"><a href="https://www.gettyimages.com/detail/photo/businesswoman-and-businessman-shaking-hands-royalty-free-image/931508808">filadendron/Getty Images</a>Use your résumé to impress.</div></div></div><ul class="summary-list"><li>The <a href="https://www.businessinsider.com/category/resume">résumé</a> of a C-suite candidate looks very different from a more junior employee's.</li><li>Most significantly, you'll want to show your ability to tackle complex challenges.</li><li>It's also important to explain how you've been a brand champion and how you've influenced people in the past.</li><li><a href="https://www.businessinsider.com/?hprecirc-bullet">Visit Business Insider's homepage for more stories.</a></li></ul>If you're being considered for a C-suite position, the hiring manager knows you've got the technical experience to do the job.At this point, it's more about convincing them you've got everything else: soft skills, leadership ability, and the willingness to take on new challenges. Your résumé should do just that.Business Insider spoke to a series of experts about what makes the C-suite résumé special - in particular, how it differs from the résumé a more junior candidate might submit.As it turns out, there's some disagreement about how much a perfectly polished résumé helps you land a C-suite role. Many C-suite hires come through executive search firms or internal recruiters, as opposed to LinkedIn or a job website."Unless you have the name recognition of Meg Whitman or Elon Musk," <a href="https://www.ziprecruiter.com/">ZipRecruiter</a> CEO Ian Siegel wrote to Business Insider, "having a résumé outlining your previous relevant experience is a must," so the headhunter can evaluate the fit.Roger Duguay, managing partner at the executive-search firm <a href="https://www.boyden.com/">Boyden</a>, felt differently. Duguay pointed out that often, the best C-suite candidates are perfectly happy and aren't actively searching for new opportunities. They've had neither the time nor the inclination to update their résumé.Read more: <a href="https://www.businessinsider.com/example-cold-email-linkedin-message-2017-4">This LinkedIn message took 2 minutes to write and got the sender a job at a successful startup - even though they weren't hiring</a>Generally, that's not a problem for the headhunter or recruiter, Duguay said, because they've already been keeping tabs on the candidate and are familiar with the person's background. In those cases, "you don't need to sell yourself as much," he said. "The CV is almost irrelevant."What's more, said <a href="https://ericakeswin.com/">Erica Keswin</a>, workplace strategist and former executive coach, once you speak with the recruiter or headhunter, they're "putting your background into their own special format anyway to present you to the company."<h2>You'll definitely need a résumé if you're new to the C-suite</h2>There are, however, a few situations in which experts agree you'll definitely need a résumé to nab a C-suite role.Duguay estimated that 20% of C-suite candidates are actively seeking a new position. Maybe, for example, they've had 25 years of experience at two jobs, but they've been out of the market for a year and are looking to jump back in. That person's résumé "needs to be strong," Duguay said.A résumé is also a must-have if you're new either to the industry or to the C-suite in general. "You're ultimately positioning yourself to complete strangers," said Melissa Llarena, CEO and founder of coaching firm <a href="https://www.melissallarena.com/">Career Outcomes Matter</a>. In that case, the résumé plays "a role," Llarena said, but doesn't ultimately determine whether you get the job.And if you wind up advancing through the interview process and going before a company's board of directors, they'll want to have your résumé on hand.So, what should that document look like? Read on for key pointers:Stick to 3 pages, max<div class="KonaFilter image-container display-table"><div><div class="image on-image">Erica KeswinErica Keswin.</div></div></div>A C-suite candidate has a lot of experience and accomplishments to share. But Siegel recommended targeting two pages and setting a hard limit at three.Keswin said you can include an executive summary at the top and say "further experience available upon request" at the bottom.Read more: <a href="https://www.businessinsider.com/resume-length-two-pages-or-one-2018-11">482 hiring managers looked at nearly 20,000 résumés and found the classic advice to limit your résumé to one page might be wrong after all</a>Quantify outcomesDid you increase annual revenue by $3 million? Bring in 80 new hires? Be as specific as possible."Providing detailed success metrics arms the recruiter with a results-oriented narrative they can use when advocating for you in hiring deliberations," Siegel wrote. "Think of it as the story of 'what you did' and 'how you did it.'"Highlight relevant challenges you've facedLlarena recommended thinking about the "huge burning challenges" that your prospective employer is currently up against. Then, indicate on your résumé "that you've done things similar or more complex."Maybe, for example, you helped scale a midsize company or took a small company public.Read more: <a href="https://www.businessinsider.com/ability-to-learn-top-skill-job-seekers-2019-4">Experts say 'learnability' is the most important skill you'll need to stay relevant at your job. Here's what it is, and how to tell if you have it</a>Emphasize how you've been a brand championA C-suite executive is a public representative of the company. "The more senior you are, it's more about those soft skills and leadership skills," Llarena said.Duguay said you want to include information that he "might not know just by looking at you on the internet." For example: What have you written that makes you a thought leader in your field? What panels have you spoken on? Have you won any leadership awards?Read more: <a href="https://www.businessinsider.com/get-job-build-personal-brand-2019-2">The CEO of a recruiting-software company that works with Slack, Airbnb, and Venmo says there's a simple way to stand out among a sea of talented applicants</a>List any boards you sit onDuguay said your board experience is an important indicator of your readiness for a C-suite position. As Llarena put it, it shows the relationships you've formed beyond your specific employer.Share examples of your ability to influence people ...Llarena said it's important to show your ability to persuade others as a leader. Use action verbs to start out every bullet on your résumé, she said.For example, "persuaded cross-functional partners to bring pilot to market."… and times when you acted bravely<div class="KonaFilter image-container display-table"><div><div class="image on-image">BoydenRoger Duguay.</div></div></div>Llarena called them "acts of courage" - think closing down an office at your former employer and letting people go while still maintaining their respect."You don't hire a leader to do the easy jobs," she said. "They do the hard jobs."Play up any C-suite experience you've already hadEven if you haven't formally served in a C-suite role, Llarena said you can mention if you've been "a trusted adviser to people that are already in the C-suite" or if you've ever served as interim C-suite executive while someone was, say, on leave.That experience suggests you might already be well-positioned for the C-suite.Read more: <a href="https://www.businessinsider.com/forge-new-career-path-sharfi-farhana-iac-2019-2">An exec at a $16 billion company invented her job from scratch. Here's exactly what she said to her boss to convince him it was a good idea</a>Tell a storyC-suite résumés are read by (human) recruiters, and not robots, <a href="https://www.businessinsider.com/tips-to-make-your-resume-is-robot-friendly-2019-4">unlike more junior candidates' applications</a>. So don't bother simplifying your job descriptions.As Duguay put it, "You're not trying to please a system or have keywords that you're going to make sure get you noticed."Siegel wrote that you can "employ a more narrative style to highlight how your experience matches the company's needs." <div class="margin-top"> <h3>NOW WATCH: <a href="https://www.businessinsider.com/arlan-hamilton-silicon-valley-founder-advice-entrepreneur-backstage-capital-2019-5">A Silicon Valley founder shares the 6 traits she looks for in the entrepreneurs she invests in</a></h3> <div> </div> </div>

The C-suite resume is its own art form. Here are the exact points to include if you're gunning for a corner office.

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.

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