How Resumes Will Be Utilized in the Future
How hiring managers can retain employees and how candidates find jobs in the future using artificial intelligence.
Seventy-eight percent of people believe diversity and inclusion is a competitive advantage, according to Deloitte’s Global Human Capital Trends research. And 69 percent of executives rate diversity and inclusion an important issue (up from 59 percent in 2014).
Today’s leading organizations and forward-thinking leaders understand that diversity and inclusion is much more than a buzz word, it’s a business strategy capable of driving company performance, enhancing innovation, and engaging and retaining employees.
Inclusive leaders embrace, value, and provide a sense of belonging to all people. Inclusive leadership provides the competitive advantage necessary to outperform in today’s highly diverse and disruption-prone workplace and marketplace
How resumes are written and read will change.
Why?
“Because how artificial intelligence (AI) reads a resume is much different than how humans read a resume,” says Arran Stewart, Founder and CVO of Job.com, in my recent interview with him.
AI will benefit employers and job seekers by being predictive.
How will predictive AI benefit employers?
After analyzing thousands of resumes, AI will be able to generate specific career blueprints that hiring managers can use to know when an employee is likely to leave a job, be promoted, or expect a pay increase. Retention is improved when informed hiring managers proactively offer incentives to employees. Stewart calls this, “smart retention.”
How will predictive AI benefit job seekers?
After analyzing thousands of resumes, AI will be able to generate career maps for individuals. These career maps will inform individuals of other careers or industries they are a fit for, estimated timelines for promotion, or how much money they are likely to make in the future.
In addition, job seekers will need to alter how their resume is written. “Most resumes are written based on what someone has done. AI won’t necessary deem you relevant if you write in a past tense and therefore you won’t get mapped to the appropriate opportunities,” says Stewart. “Resumes must also be aspirational; eluding to the jobs or opportunities people want in the future.”
The skill future workers will need to ensure predictive AI works in their favor is self-awareness. On their resume, future workers will need to highlight their experience and skills as well as their strengths, passions, interests, and vision for their career.
The changes AI will bring to hiring won’t all be positive.
The biggest risk according to Stewart is “bias,” more specifically gender bias. If AI is analyzing resumes in a field that is historically male dominated, such as IT, then the predictive analyses will have gender bias.
“Job.com has a 2021 goal to have equally weighted data pools that AI looks at in order to ensure there isn’t gender bias,” says Stewart.
As AI drastically changes the landscape of hiring for candidates and employers, employers need to be aware of the advantages and pitfalls.
AUTHOR NOTE:
This will be my last article for this column. Thank you for your attention over the years. You can continue to follow my work as a speaker, author, co-founder of SyncLX, which creates lasting learning experiences for companies #1 asset—their people…and as President of Top Rock University, a digital university where students can earn a bachelor’s degree for a fraction of the cost and time of a traditional university all via their smartphone.
ABOUT THE AUTHOR:
Ryan Jenkins is an internationally-recognized keynote speaker and author on the topics of leadership, generational differences, and the future of work. He is the co-founder of SyncLX, which creates lasting learning experiences for companies’ #1 asset, their people.
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