Jobhunter's Helpdesk, Session 1
As promised, the second of this week’s editions, following today’s great session with Simon Ward, which you can see here:
We’ve moved to more of a Q&A format, so we can get a sense of current issues in the jobseeker community, rather than tell you what we think you need to know.
Ironically, questions that come up aren’t anything new, and I’ve written many of my answers in this subscription.
AI in the job search
AI continues to be a hot topic of conversation, especially with the advent of DeepSeek, and how it disrupts the current players.
My current view is that if AI is used to enhance how truth is presented, it’s a fine tool.
Using it in place of truth, whether in a customised CV, to game interviews, or deepfake candidacy - this is fraud, and should be treated as such.
Here’s my more detailed take from October:
Peter: “Following your conversation about AI being used to screen candidates, how would you suggest the candidate uses AI to prepare their CV and covering letter?”
My take starts with philosophy. What is a CV? I see it as the written consequence of your career, ideally written so that the reader can understand how you can best help.
This is how I’d go about constructing a CV:
I’d use AI to better understand the needs of a vacancy, such as with unusual terminology, so that I can (if needed) adapt my document to help the reader see my candidacy.
However, I wouldn’t use it to auto-write or auto-tailor a CV, given all AI does is regurgitate existing content into semblance of meaning.
If everyone uses the same AI to customise against a job description, the results would be broadly homogenous, except for personal details, job titles, companies and tenure.
In which case, no one stands out, so what’s the point?
Mike: “Hi both, love your weekly sessions. It is estimated that 75% of jobs in the UK are generally filled though the hidden job market. What is your advice to candidates looking to tap into this market?”
I have two stances on the Hidden Jobs Market.
The first is that I don’t see it as something that exists - it has no inherent meaning, isn’t replicable for all, and isn’t provable.
The second is more objective, which is that as a concept it’s irrelevant. Finding work is like launching your own business, where you are the product - go where the buyers are through an appropriate multichannel approach.
This is how:
Grant: “Based on your experience, what are the most effective strategies for standing out to employers in today’s job market”
There isn’t any one way to stand out - your job search is as unique as you are.
Speak to people in your domain and local area, to find out the truth of your specific jobs market.
Establish your professional identity - it isn’t necessarily what you’ve been doing, but a combination of your strengths, what you enjoy, and what you need.
Learn the rules of the game (check through the archive - there’s loads of info on Job boards, CV databases, LinkedIn, how recruiters work, etc)
Use this is establish a strategy, one which is sustainable in the long-term, even if you might get lucky and land a job tomorrow.
The wonderful Ed Han (rest in peace) asked me to write this article on a resilient job search.
What do you think of this format? Let me know your feedback.
I plan to deep dive on new subjects as individual articles, but it may be helpful to summarise what’s already been written, if these are going concerns.
Thanks for reading.
Regards,
Greg