AI - Broken Hiring Process

 AI - Broken Hiring Process

Does not matter if you are a candidate or a hiring manager, this article is a must-read. Please take 10 minutes to read it and perhaps another 10 to re-read the next day. It is worthy of your time.

https://hbr.org/2026/06/ai-has-broken-hiring-heres-how-to-fix-it

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SPECIAL NOTE: I am now taking on speaking engagements to groups as well as accepting invitations to critique resumes, cover letters and LinkedIn profiles at trade shows, workshops, seminars and various other events. Please contact me at ajbresumes@gmail.com for more details.

How AI Affects Recruiting - Part 1

 How AI Affects Recruiting - Part 1

AI automates sourcing, initial screening, and scheduling, requiring recruiters to transition into strategic talent advisors.  While AI certainly makes data interpretation faster, people, not robots or technology, make the final hiring decisions.  But the problem is that the path used to make these determinatons are flawed, resulting in bad hiring decisions.  

Why are the paths flaws?  

1. AI interviewing enables lies, cheating and deceit beginning from step 1 through the end of the process.  

2. Bad candidates can embellish / lie, placing themselves on the same plateau as exceptional candidates and AI cannot determine which is better.  If the hiring manager is not very good at interviewing, the bad candidates can play the system.  Result - bad hires, which are costly decisions.

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Software Technologies That ID Artificial Intelligence (AI)-Generated Content

Software Technologies That ID Artificial Intelligence (AI)-Generated Content

For those of you writing resumes, cover letter and other business documents (text file / blocks, .docx, .pdfs) using artificial intelligence, you need to be aware that there are software tools that companies use to scan documents for the level of AI-generated content that is used to "write" the document.  Generally speaking, these tools, provide a score based on the scan.  

Now, if you are a hiring manager and you need to review resumes, regardless of ATS, do you want to bring someone in whose resume / cover letter (or both) has high instances of AI content?  I think we all know the answer.

A representative list of these technologies are:

Winston AI

GPT Zero

Originality.ai

Copyleaks

ZeroGPT

TextGuard AI

Grammarly

Phrasly AI

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SPECIAL NOTE: I am now taking on speaking engagements to groups as well as accepting invitations to critique resumes, cover letters and LinkedIn profiles at trade shows, workshops, seminars and various other events. Please contact me at ajbresumes@gmail.com for more details.

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Interview Issue - Deepfakes - ID Fraud

 Interview Issue - Deepfakes - ID Fraud

My goodness - there are a crazy amount of "bad actors" that have been created by artificial intelligence (AI).

A deepfake is an image, video, or audio recording created or altered by artificial intelligence to make it look or sound like a real person is doing or saying something they never actually did. This is an issue that you need to be aware of, whether it be during the interview process or during your business day.

This is more geared to help hiring managers ID fraud / bad actors but, at the end of the day, it is scary. Here are examples of "deepfakes" as defined via LinkedIn

Synthetic Video Calls: Fraudsters use real-time face-swapping or digital avatars to pass live video interviews.

Voice Cloning: AI tools mimic the spoken voice of a qualified professional or a stolen identity.

Stolen Credentials: Bad actors combine real credentials with fake video feeds, often targeting remote work positions.

Employers are starting to figure it out. Hiring mangers are requiring live screen-sharing during technical tests and are introducing new secure video platforms with advanced identity verification. In addition, they are training hiring and HR teams to spot delayed lip-syncing or unnatural facial expressions.

Deepfaking is a great example of the disconnect between applicants / employees / management that dates back to the pandemic. Both sides are at fault. If companies want better candidates, they need to make radical changes. I will post my thoughts on the change and benefit later today (I have discussed this before - will continue to push for change).

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Does this post add value to your business day? I post about job search best practices and issues related to the job market 2x per day M-F. Click "Follow" on my profile - Allan

https://www.linkedin.com/in/abrownresumewriter/ (posting job search advice 1 – 2x daily) 

Sagely Advice

Sagely Advice

The individuals you spend time with daily can significantly impact your life.


The key to achieving your full potential is surrounding yourself with the right people. Find individuals who possess wisdom and a drive for self-improvement, and let their energy and motivation inspire you to become the best version of yourself.


On the other hand, if you associate with people who engage in self-destructive habits, those habits will negatively affect you. Avoid people who try to belittle your ambitions, especially during these unprecedented times. According to Mark Twain, small people always do that, but the greats make you feel that you, too, can become great.


Surrounding yourself with like-minded individuals who share your values and aspirations can greatly increase your chances of achieving your goals and unlocking your full potential.


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SPECIAL NOTE: I am now taking on speaking engagements to groups as well as accepting invitations to critique resumes, cover letters and LinkedIn profiles at trade shows, workshops, seminars and various other events. Please contact me at ajbresumes@gmail.com for more details.

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Ageism Affects All Workers 18-80 - Part 5 - Young Women

Ageism Affects All Workers 18-80 - Part 5 - Young Women

The Age Discrimination Act of 1967 protects those over 40 years of age. It is very difficult to enforce. By definition, the law provides no protects to those under 40yo. For example, young women are disproportionately affected by bias. "Over half of women under 30 say their age has negatively impacted them in the workplace."1 Women feel the pinch both at the beginning of their careers and once they transition to "older" status.

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Available for podcasts, speaking engagements, trade show promotions (resume reviews).  Please email resumes@allan-brown.com to set up a video / phone meeting.

Example of Reverse Ageism - Age Discrimination Act of 1967

Example of Reverse Ageism - Age Discrimination Act of 1967

Ageism laws are in place for workers over the age of 40. No current ageism laws are in place to counteract reverse ageism of employees under 40 years old.  It does not cover workers under age 40, nor does it prevent employers from favoring older workers over younger workers.

The Supreme Court determined that Congress passed the act to shield older workers from being disadvantaged—not to stop employers from giving preference to older workers over younger ones, even if those younger workers are also over 40 (such as an employer favoring a 60-year-old over a 45-year-old).

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Available for podcasts, speaking engagements, trade show promotions (resume reviews).  Please email resumes@allan-brown.com to set up a video / phone meeting.

Example of Reverse Ageism - Presentations

Example of Reverse Ageism - Presentations

1. Prevalent in presentation situations, as older employees are more often given the floor to speak. Often times nobody in the presentation room thinks twice about this since we are programmed to believe that that is just the way it should be in the office.

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Available for podcasts, speaking engagements, trade show promotions (resume reviews).  Please email resumes@allan-brown.com to set up a video / phone meeting.

Ageism Affects All Workers 18-80 - Part 4 - Reverse Ageism

Ageism Affects All Workers 18-80 - Part 4 - Reverse Agesim

REVERSE AGEISM - sometimes called "youngism," is prejudice or discrimination against individuals—typically younger employees—based on the assumption they are inexperienced, immature, lazy, entitled, naive or less capable due to their age. It often manifests in the workplace as being dismissed for ideas, passed over for promotions, or subjected to stereotypes by older colleagues.

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Available for podcasts, speaking engagements, trade show promotions (resume reviews).  Please email resumes@allan-brown.com to set up a video / phone meeting.

Ageism Affects All Workers 18-80 - Part 3

Ageism Affects All Workers 18-80 - Part 3

Decision makers on the older side of the spectrum have issues with the work habits of the Gen Z and millennial demographic and their perceived inclination to prioritize work/life balance and unmotivated, not to mention the feelings of entitled attitudes. Unfortunately, the stereotype is unfair and it hurts younger workers who are hardworking and should not be defined by the flaws of others.

I will be posting about how ageism affects younger workers for the next several business days. 

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Available for podcasts, speaking engagements, trade show promotions. (resume reviews). 

Please email resumes@allan-brown.com to set up a video / phone meeting.

Ageism Affects All Workers 18-80 - Part 2

 Ageism Affects All Workers 18-80 - Part 2

Prejudices / insecurities towards younger, high achievers can affect younger workers as well as older workers.  For younger workers, older managers / executives may have a hard time justifying in their own mind how that under 30 yo professional can know so much in a short period of time spent in their career.  Excuses are connocted that deliberately inhibit the advancement other younger worker based on preconceived notions, which are really veiled prejudices.

I will be posting about how ageism affects younger workers for the next several business days.  

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Available for podcasts, speaking engagements, trade show promotions (resume reviews).  Please email resumes@allan-brown.com to set up a video / phone meeting.