The Perfect Match in Hiring with AI

Join any discussion on the role of technology in the future of work and you cannot escape discussions centred around the increasing role of Artificial Intelligence (AI) in the recruitment process.

For those who haven’t been actively job-hunting, resume builders have recently joined the ranks as a must have online AI tool, designed to simplify the creation of professional resumes or CVs. These tools generally include a feature that scans resumes for keywords tailored to specific job positions with the intention of generating a perfect resume for every job.

However, as the adoption of resume builders has become widespread, recruiters now face the challenge of sifting through a multitude of seemingly perfect resumes. This has prompted recruitment firms to share their about the difficulty of identifying the ideal candidate amidst this influx of seemingly perfectly matched candidates.

Complicating matters further, hiring managers are increasingly turning to AI to design standardized job descriptions, emphasizing the challenge of aligning individual skills with these “benchmark” roles.

Ironically, despite all the technology in the world, we still managed to outwit each other such that we end up back at square-one – trying to stand out as a candidate, and trying to find the stand-out candidate.

The big question then is how can we respond to this phenomenon?

1. The Human Connection

In this world of idealized positions and standardized criteria, AI has helped to streamline the job search process. However, the human element remains indispensable as the differentiating factor. Building a professional community around you is now more valuable than ever, particularly in industries where introversion is prevalent (a common trait within the tax community).

Building a community doesn’t have to involve “hard selling” that we often shy away from - purpose driven organisations suit those who yearn to make a difference, courses and lifelong learning activities suit the intellectual voyager. Moreover, as job tenures decrease and business environments become more volatile and uncertain, cultivating diverse perspectives, and building community becomes crucial, even in long serving leadership roles.

The hard-core introverts will cherish the less confronting opportunity to build community through online platforms although even that may require us to step out of our comfort zones.

2. Reading between the lines and going behind the scenes

The often-unspoken element of workplace chemistry plays a pivotal role, and the attributes sought for a role may vary significantly depending on the size and dynamics of the team.

Understanding the real culture of hiring organisations, their leaders and hiring managers helps both with the hiring process as well as the assessment of both candidate and employer’s fit.

The age-old process of informal fact-checking for the culture and reputation remains the secret sauce in finding the perfect match.

Within commercial organisations this issue is exacerbated because oftentimes, even the formal requirements of the role are left out as the commercial acumen expected and required in each team differs. In general, tax functional job descriptions tend to be articulated based on requirements of tax professionals who provide professional services. Meanwhile, commercial accumen is difficult to articulate and specific to the hiring organisation.

Conclusion

In conclusion, while AI tools have undeniably transformed job searches, finding the right role is still a nuanced and more than ever, a human centred process.