A robot is leaking your resume and leaving you unemployed

Suppose you send your resume to a company on a boring Sunday afternoon. It’s a non-working day, so don’t expect to have an answer until Monday at the earliest. Instead, in two hours you receive a notification in which they tell you that thank you very much but they are not interested. How is it possible?

It is very likely that your job application has been reviewed by an Artificial Intelligence or a robot. This has determined if it is worth notifying Human Resources that there is an interesting candidate to hire, or simply that they have rejected another. Futuristic? No way.


The use of Artificial Intelligence in the selection of personnel is increasingly frequent and old, in 2018 Amazon prepared an Artificial Intelligence to make that selection, but had to remove it. The problem? She had more prejudice towards women and people of African origin than the recruiters. At that time, it emerged that other companies such as Goldman Sachs, Microsoft or Hilton hotels were already using Artificial Intelligence to select staff.

Artificial Intelligence is already used regularly, also in Spain and Latin America.

A study by Joe Fuller, a professor at Harvard University, in 2,250 companies in the US, UK and Germany found that all were using artificial intelligence to a greater or lesser extent. Also, 88% of recruiting managers were aware that they were rejecting qualified candidates for the position. According to Manuel Primo, director of the Master in Human Resources Management and Management at the European University of Madrid, Artificial Intelligence is being widely used by companies internationally, also in Spain and Latin America.

Leading job boards like LinkedIn, Infojobs, Monster, ZipRecruiter, CareerBuilder and Monster use these technologies. According to the CEO of ZipRecruiter, algorithms now dominate the job search and the public has not realized it.

Infojobs for example recognizes that they offer algorithms for their clients from the beginning of their journey. Since April, they offer an online evaluation system to personnel selection agents to find the best match between the candidate and the offer. It allows you to filter, screen and select candidates. In other words, the AI ​​provided by job portals allows any SME to take advantage of its advantages, without having to be a large technology company such as the aforementioned Amazon or Microsoft.

How do you want to avoid biases like the ones we talked about at the beginning? There are already researchers at the University Stanford and at the Montreal Artificial Intelligence Institute working on it. Infojobs is already preparing to avoid them by collaborating with European universities in the face of future regulation.

This week I asked on Twitter about what would happen if algorithms evaluated job applications, since it is not a scientific survey what has surprised me is that It seems that we are quite open to this happening. Perhaps it will not be bad that AI is in charge of filtering the candidates, if the candidates know how we should act with them.

However, the selection process is not all that evaluates the worker in the company. There are already companies like Nunsys that offer a solution (happydonia) to assess workers and their interaction with other employees to assess the tone and make decisions about how to improve communication within the company.

And what can I do as a worker?

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First of all to consider is that if a machine is going to read our curriculum or resume, we will have to make it easy. The format has to be easy to read and extract the text. We must not use special characters. We must also use short, declarative and quantitative phrases according to the CEO of ZipRecruiter.

It is also good to put authorizations, permits and certifications that we have, as well as using keywords (“keywords”), exactly the same as the one in the job offer.

Use tools for this task that are also in the evaluation of people, such as jobscan (in English) or the one offered by Infojobs within its platform (it is the same one offered to companies).

Joe Fuller of Harvard University also recommends adding the knowledge in the Microsoft office programs, even if they are not explicitly required in the offer.

Manuel Primo, from the European University of Madrid, also recommends controlling the social networks, especially the most accessible information since it can be used by Artificial Intelligence to evaluate the candidate.

Ask readers, do you think you have been rejected or accepted in a job offer by an algorithm?



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A robot is leaking your resume and leaving you unemployed


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