Evan Gorelick , The New York Times; Recruiters Use A.I. to Scan Résumés. Applicants Are Trying to Trick It.
"“Some managers think it’s a stroke of genius showing an out-of-the-box thinker. Others believe it’s deceitful.”"
Showing posts with label job applicants. Show all posts
Showing posts with label job applicants. Show all posts
Wednesday, October 8, 2025
Wednesday, October 23, 2019
A face-scanning algorithm increasingly decides whether you deserve the job; The Washington Post, October 22, 2019
Drew Harwell, The Washington Post; A face-scanning algorithm increasingly decides whether you deserve the job
HireVue claims it uses artificial intelligence to decide who’s best for a job. Outside experts call it ‘profoundly disturbing.’
HireVue’s growth, however, is running into some regulatory snags. In August, Illinois Gov. J.B. Pritzker (D) signed a first-in-the-nation law
that will force employers to tell job applicants how their AI-hiring
system works and get their consent before running them through the test.
The measure, which HireVue said it supports, will take effect Jan. 1."
HireVue claims it uses artificial intelligence to decide who’s best for a job. Outside experts call it ‘profoundly disturbing.’
"“It’s a profoundly disturbing development that we have proprietary
technology that claims to differentiate between a productive worker and a
worker who isn’t fit, based on their facial movements, their tone of
voice, their mannerisms,” said Meredith Whittaker, a co-founder of the AI Now Institute, a research center in New York...
Loren
Larsen, HireVue’s chief technology officer, said that such criticism is
uninformed and that “most AI researchers have a limited understanding”
of the psychology behind how workers think and behave...
“People
are rejected all the time based on how they look, their shoes, how they
tucked in their shirts and how ‘hot’ they are,” he told The Washington
Post. “Algorithms eliminate most of that in a way that hasn’t been
possible before.”...
How is an academic CV different from a résumé?; The Washington Post, October 22, 2019
Daniel W. Drezner, The Washington Post; How is an academic CV different from a résumé?
"During the weekend, the Chronicle of Higher Education’s Megan Zahneis wrote up Phillips’s study, noting some possible concerns: “While it has popped up in a few high-profile cases, CV falsification is an instance of academic misconduct that might not make as many headlines as fudging data or plagiarism. But the difficulty of detecting it could make it all the more insidious.” Indeed, the grad students who did the coding for Phillips et al. got more and more upset as they proceeded. As Phillips explained to Zahneis, “That’s because most of these were applicants for entry-level positions, which is what they hoped to be applying for someday.""
"During the weekend, the Chronicle of Higher Education’s Megan Zahneis wrote up Phillips’s study, noting some possible concerns: “While it has popped up in a few high-profile cases, CV falsification is an instance of academic misconduct that might not make as many headlines as fudging data or plagiarism. But the difficulty of detecting it could make it all the more insidious.” Indeed, the grad students who did the coding for Phillips et al. got more and more upset as they proceeded. As Phillips explained to Zahneis, “That’s because most of these were applicants for entry-level positions, which is what they hoped to be applying for someday.""
Thursday, August 30, 2018
Employers Find ‘Soft Skills’ Like Critical Thinking in Short Supply; Wall Street Journal, August 30, 2018
Kate Davidson, Wall Street Journal; Employers Find ‘Soft Skills’ Like Critical Thinking in Short Supply
"The job market’s most sought-after skills can be tough to spot on a résumé.
Companies across the U.S. say it is becoming increasingly difficult to find applicants who can communicate clearly, take initiative, problem-solve and get along with co-workers."
"The job market’s most sought-after skills can be tough to spot on a résumé.
Companies across the U.S. say it is becoming increasingly difficult to find applicants who can communicate clearly, take initiative, problem-solve and get along with co-workers."
Monday, September 5, 2016
WorkZone: Amping up for hiring season | What do employers look for in an applicant?; Pittsburgh Post-Gazette, 9/5/16
Matthew Gutierrez, Pittsbrugh Post-Gazette; WorkZone: Amping up for hiring season | What do employers look for in an applicant? :
"On the verge of peak hiring season, the Post-Gazette spoke with some Pittsburgh employers about what they look for when interviewing job candidates and what separates the top applicants from the rest of the pack... Studies have shown that many employers value cultural fit more than specific talent and experience. “Are you a culture fit for the company? Are you ethical? If you don’t meet both of those, you're not hired,” said Sonny Bringol, president of Bridgeville-based Victorian Finance. He added that most of his firm’s problems are culture-related, rarely associated with finance."
Thursday, January 26, 2012
ALA Midwinter 2012: When Looking for a Job, Remember to Smile; LibraryJournal.com, 1/23/12
Michael Kelley, LibraryJournal.com; ALA Midwinter 2012: When Looking for a Job, Remember to Smile:
"Job seekers in the library field need to remember that recruiters often highly value “soft skills.”
“First and foremost, I look at how they present themselves, how well they communicate, and I like when they smile a lot,” said Megan Alpaugh, a staff recruiter for the Savannah College of Art and Design, Savannah, GA...
“When I’m hiring I’m not necessarily trying to match up ‘Oh, have you used this system or have you done x, y, or z’ as much as does this person have good communication skills, can they be an effective member of a team, do they have leadership skills, are they enthusiastic in learning new things,” said Ewa E. Barczyk, the director of libraries at the University of Wisconsin-Milwaukee. “Those are the kind of things you can’t teach somebody,” she said."
"Job seekers in the library field need to remember that recruiters often highly value “soft skills.”
“First and foremost, I look at how they present themselves, how well they communicate, and I like when they smile a lot,” said Megan Alpaugh, a staff recruiter for the Savannah College of Art and Design, Savannah, GA...
“When I’m hiring I’m not necessarily trying to match up ‘Oh, have you used this system or have you done x, y, or z’ as much as does this person have good communication skills, can they be an effective member of a team, do they have leadership skills, are they enthusiastic in learning new things,” said Ewa E. Barczyk, the director of libraries at the University of Wisconsin-Milwaukee. “Those are the kind of things you can’t teach somebody,” she said."
Thursday, February 4, 2010
To CC or BCC — In Job Searches, There's Little Question; Chronicle of Higher Education, 1/17/10
Don Troop, Chronicle of Higher Education; To CC or BCC — In Job Searches, There's Little Question:
"Career-minded academics know there are certain key moments to go on the job market: Straight out of grad school. Immediately after publishing a talked-about book. And, as a safety net, the year that one goes up for tenure. Regardless of when they do it, most job seekers expect their flirtations to stay more or less private—at least until the campus visit.
So the apology was swift and to the point last month after a new history-department employee at the Johns Hopkins University accidentally identified 106 job applicants to one another in a mortifying mass-e-mail blunder.
William Rowe, the history-department chairman, says he told the outed academics in his bcc'd message that a clerical error was to blame, "and we apologize for any embarrassment we may have caused you."
Three days after Mr. Rowe's mea culpa, the University of South Carolina similarly identified 46 applicants who had responded to an advertisement for "multiple tenure-track positions" in the School of Library and Information Science. The mass e-mail message invited applicants to sign up for one of 20 interview slots at the annual conference of Alise, the Association for Library and Information Science Education, which took place last week in Boston.
This time, however, the apology never came.
Samantha Hastings, director of South Carolina's library school, says that the group message, with addresses visible, was deliberate and was part of "an experiment" to efficiently schedule interviews in a limited time. "We had determined that everyone that we contacted had given us permission to use their names," she says. "The step prior to that mass e-mail was that, 'We're going to send a mass e-mail. Are you all right with that?'"
As it turned out, some were not all right with it, and none of the roughly half-dozen applicants who responded to an e-mail inquiry from The Chronicle remembered being asked...
Privacy breaches can also have legal implications, though no one interviewed for this article could recall an instance in which a college was penalized for revealing a candidate's name. Nonetheless, Mr. Rowe says, the e-mail incident at Johns Hopkins raised the antennae of the university's legal department."
http://chronicle.com/article/To-CC-or-BCC-In-Job/63543/?sid=at&utm_source=at&utm_medium=en
"Career-minded academics know there are certain key moments to go on the job market: Straight out of grad school. Immediately after publishing a talked-about book. And, as a safety net, the year that one goes up for tenure. Regardless of when they do it, most job seekers expect their flirtations to stay more or less private—at least until the campus visit.
So the apology was swift and to the point last month after a new history-department employee at the Johns Hopkins University accidentally identified 106 job applicants to one another in a mortifying mass-e-mail blunder.
William Rowe, the history-department chairman, says he told the outed academics in his bcc'd message that a clerical error was to blame, "and we apologize for any embarrassment we may have caused you."
Three days after Mr. Rowe's mea culpa, the University of South Carolina similarly identified 46 applicants who had responded to an advertisement for "multiple tenure-track positions" in the School of Library and Information Science. The mass e-mail message invited applicants to sign up for one of 20 interview slots at the annual conference of Alise, the Association for Library and Information Science Education, which took place last week in Boston.
This time, however, the apology never came.
Samantha Hastings, director of South Carolina's library school, says that the group message, with addresses visible, was deliberate and was part of "an experiment" to efficiently schedule interviews in a limited time. "We had determined that everyone that we contacted had given us permission to use their names," she says. "The step prior to that mass e-mail was that, 'We're going to send a mass e-mail. Are you all right with that?'"
As it turned out, some were not all right with it, and none of the roughly half-dozen applicants who responded to an e-mail inquiry from The Chronicle remembered being asked...
Privacy breaches can also have legal implications, though no one interviewed for this article could recall an instance in which a college was penalized for revealing a candidate's name. Nonetheless, Mr. Rowe says, the e-mail incident at Johns Hopkins raised the antennae of the university's legal department."
http://chronicle.com/article/To-CC-or-BCC-In-Job/63543/?sid=at&utm_source=at&utm_medium=en
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