Can you beat the machine in your next job application?

Borneo Post

11-06-2025

Using AI tools in hiring has both benefits and challenges – on one hand, it can help reduce human bias, but there are also growing concerns about fairness and transparency. — Bernama photo
IN today's fast-changing job market, landing your dream job may no longer depend solely on impressing a human recruiter.
Increasingly, the 'first person' reviewing your application might be a machine.
Artificial intelligence (AI) is transforming how companies hire new staff, from sorting résumés and scoring interviews.
Job-seekers must learn how to stand out in this new digital era to get a job.
But how does it work?
Use of AI tools in hiring
AI tools have become popular and are relatively cost-effective to use, thanks to Generative Artificial Intelligence (Gen AI) and Large Language Model (LLM).
There are a multitude of AI tools for various management functions, including the very important recruitment and selection functions of human resource (HR) management.
Many companies—from technology giants to medium-sized enterprises—in one way or another, are using AI tools to make recruitment faster, cheaper, more efficient, and objective.
These tools help HR teams handle thousands of applications using algorithms to screen résumés, analyse pre-recorded video to assess applicants' skills and personality traits.
Some AI tools, such as Applicant Tracking System (ATS), could scan résumés and filter out those who do not match the job specification (JS).
Others could record candidates' responses and analyse facial expressions, voice tone, and word choices.
For example, some multinational firms are already using software like 'HireVue' or 'Pymetrics to evaluate job applicants.
These platforms claim to offer unbiased assessments.
However, for the interviewees, it can be a daunting endeavour as they are, in effect, trying to impress a robot without knowing the rules of the game.
Winning the systems
So, how can job-seekers beat the machine and move their application forward?
The first step is to understand how AI tools screen résumés. Many ATS can search for keywords in the résumés that match the job description.
If your résumé does not contain the right words or is written in a way the AI tools cannot read, you may be rejected instantaneously.
This means it is essential to use keywords from the job advertisement, use simple formatting (no tables, columns, or graphics), and customise your résumés for each application.
Next, for AI-powered video interviews, just like human face-to-face interviews, preparation is of utmost importance.
These systems may rate you based on confidence, eye contact, clarity, and even enthusiasm.
Yes, you will be surprised!
Some tips for the interviewees are practise speaking in front of a camera and review the recordings; and also speak in front of your friends and receive honest feedback from them for improvement.
Remember to stay calm, keep the answers clear and concise so that the AI tools can pick up the keywords easily.
Show natural body language and smile as these highly-sophisticated AI tools are trained to interpret your emotions with some degree of accuracy.
Therefore, be your best self, but stay authentic.
After all, AI tools are predominantly just the first screening process – the gatekeeper if you like.
The basic principles of showing interest, confidence, clarity and passion for the job you are interviewing for are still essential, even to machines.
Challenges of AI in hiring
Having sung all the praises of AI tools, the reality is they are not perfect. Using AI tools in hiring has both benefits and challenges.
On the positive side, it can help reduce human bias.
Theoretically, an AI system is not concerned about your name, gender, social status, age or where you graduated from.
This could help level the playing field, especially for candidates from less well-known or disadvantaged backgrounds.
However, there are growing concerns about fairness and transparency in using AI tools.
Algorithms can reflect the biases of their creators or unintentionally favouring certain language patterns or personality types.
It may favour certain speaking styles or penalise people with different accents or expressions.
Some job-seekers are concerned that they may be rejected not because they lack the required knowledge, skills and abilities (KSA), but rather the AI tools do not 'understand' them well.
For job-seekers in non-English speaking countries like Malaysia, this can be even more challenging.
Although there are recent powerful AI tools from China, most of them were developed in Western countries using the Western contexts.
Hence, many AI tools may misinterpret accents, gestures, or even grammar in the Asian context and culture.
In view of this phenomenon, there is a need for more ethical and inclusive AI systems in hiring, especially for multinational companies.
Despite these challenges, the use of AI tools in recruitment and selection process is here to stay.
Job-seekers must adapt by learning how AI tools work and prepare in earnest.
The tips showcased in this article can help turn the machine from an obstacle into an advantage.
Human intelligence matters
In a world where machines read your résumé and judge the video interviews, the best way to beat the machine is to stay one step ahead.
Even though machines are part of the hiring process, most final decisions are still made by humans like you and me.
Therefore, once you get past the initial AI screening process, your ability to connect with real people will take the centrestage.
Bring your best self to the interviews, share your story, show your passion and speak with conviction from the depth of your heart.
Never forget you are a human being who possesses unique traits which no machine can ever beat: emotional intelligence that allows you to understand and respond to feelings; and creativity and critical-thinking to drive innovation and problem-solving that machines cannot replicate.
Capitalise on these precious talents, give your best, and lead the way forward!
* The opinions expressed in this article are the author's own and do not necessarily reflect the view of Swinburne University of Technology Sarawak Campus. Prof Fung is the head of School of Business at Swinburne University of Technology Sarawak Campus, while Prof Chung is an Associate Professor in Human Resources Management in the same School.