Introduction

Meet Lisa: Technical Recruiter Working with AI

Well, let me introduce myself. My name is Lisa. I am a technical recruiter and I work with AI kind of on a daily basis.

So a little bit more about myself. I am a full lifecycle recruiter. Does anybody know what that is? No.

So a full lifecycle recruiter is essentially I take everybody from the beginning to the end. So I source, I work closely with our CEOs, our other kind of teams. I'm also as well closing the deal. so just essentially closing the offer letters right until the end okay sorry

about the technical difficulty awesome so I've been having a proof track record you can say of filling very kind of niche kind of roles very fun kind of roles out there essentially I think that when you work at a more of an agency

there's everything thrown at you right so somebody can say hey I am looking for for somebody who knows radio frequencies or somebody who works in crypto doing C++, C sharp. Well, I'm that person for you.

Using AI in Recruiting

MetaView: What It Is and Why It Helps

So essentially how I'm using my daily life as a recruiter is I'm using MetaView.

How many of you guys heard of MetaView? Anybody? No?

So let me tell you a little bit more about MetaView. So what's cool about MetaView is I'm sure you guys

had experience with recruiters where they're typing, listening to you at the same time, you can hear all the keyboard kind of noise. ways.

So what's awesome about MetaView is that I can essentially turn it on. It's an AI. It's

integrated into your current ATS systems, whether you have Greenhouse, Ashby, Jazz HR, whatever, right?

And so essentially, it's recording everything for me, and it's transcribing the whole conversation. 1And so what that does is essentially gives me that time to really pay attention to all of my candidates, right?

Giving them that attention, that time, and that great candidate experience as you guys all know a lot of people had bad experiences with recruiters you know so what that does in general meta view is it cuts down my time and also productivity right as a full

life cycle recruiter i'm working on multiple things at a time i mean i'm sourcing i'm responding to emails i'm setting up like interviews i'm syncing all of the ceos about what's kind of going on all of our hiring partners and so forth right I'm doing everything essentially debriefings and so what MetaView does is it helps me streamline everything where

I take the time to really gain that candidate experience a lot of people a lot of times they have that experiences with recruiters and I want to give that experience to everybody where she's awesome she's the greatest recruiter I ever dealt with right so I want to save some time for any kind of questions

Audience Q&A

Pricing, Setup, and How It Fits into an ATS

concerns you may have I wanted to keep it short and simple I don't want to be like very boring. So any questions, concerns you may have here? Yes, you.

Is that MetaView thing, is that a free thing or is it just paid for it? It's a free trial right now, however, you have to have a subscription.

So it's more like you can use an enterprise, you can use it counteractively inside your, for instance, we use Greenhouse, our company, so you would have to take the Harvest API, add that in the the nodes and everything like that. It's a big kind of thing.

Any other questions? Yes, sure.

How to Write a Resume That Survives AI/ATS Screening

But it sounds like it's just having AI like review resumes and getting those like automated responses. So do you have any tips or anything that we could learn from how people on the outside could better write things so that, as AI is used in that middle step that before we get to talk to you.

Yeah, yeah, yeah. That's a great question, by the way. I appreciate that question.

I always tell people, look at the job description, right? Use some very bold kind of words. Don't tell me, taught something, led, right? Collaborative. Tell me a little bit more.

I like to see numbers. I'm a numbers person. Tell me decrease bugs by 20%, 80 to 20, right?

Add in a little bit. You can use , don't make it too artificial intelligence. I can tell when it's actually AI generated, but make it sound human, add your little touch in there as in terms of the job description and how it relays to that.

And I can actually tell you guys a funny story. So story time. I actually had a candidate and I was like, hey, why do you want to join our company?

He was like, oh, I'm just looking for a job. And I'm like, oh, OK. Do you know anything about our company? He's like, no.

Can you tell me more? And that's my train of thought is rejection, right? I'm like, you didn't do your research, you didn't want to care about our company, you didn't care at all, and you're a Stanford engineering student, and you want a job from me?

I'll say you should at least do better, right? Another thing, too, is somebody who kind of speaks really fast. And I understand, I speak fast myself, but sometimes you have to make sure you understand other filler words.

So people are like, yeah, like, you know, I'm like, what do I know? Like what? Instead of taking a pause and understanding, you can go back to your thoughts and becoming before saying something. I think that's so important, especially when it comes to interviewing.

It also helps with a lot of times when you're kind of nervous. Any other questions, concerns? Give you guys some tips. Yes?

Transcription Accuracy, Accents, and Tool Comparisons

This is a voice -to -text kind of thing. Are there problems with folks with heavy accents or speech impediments or things like that? Have you noticed any accuracy issues?

Yeah, so I tried both ends. I tried Gemini, and I've also tried MetaView as well. With Gemini, I didn't like it, and I'm very outspoken. I spoke to somebody who's actually on that team.

I was like, I don't like it how it doesn't transcribe. It gives me a summary. I don't want a summary. I want a transcription so that it makes my life easier. I copy and paste into our ATS system so I don't have to do that work, right?

Any other questions, concerns? Yes?

Using AI as a Candidate and Communicating Well in Interviews

Would you recommend as a candidate that you use AI to help you form your resume and do your research for the position and stuff? Oh, yeah, totally. You can use AI, too, as well, using it for questions, maybe some possible questions and recording yourself. You can use ChatGPT, and it gives you any kind of recommendations like, hey, I think you should add this, or you fell short on this aspect. You should add this, right? But you don't have to be perfect.

I think the first and foremost thing that I look for is somebody who actually is excited about the role, but also somebody who's not rambling.

I had a gentleman who rambled for 20 whole minutes, and I was trying to really pivot. I'm like, OK, OK, next question. And then I think he didn't understand. Yes?

AI Literacy and the Future of Hiring

What AI Interest Signals for Candidates at an AI Startup

So how much is AI literacy being a part of what you're looking for in your HR work?

Sorry, can you repeat that question? How much is AI literacy being a part of the candidates that you're looking at, you know, criteria? How much are they using it? How much do they know about it? How much does it add? Are you looking for that to bring it into your company?

Yeah, that's a great question. I do work for an AI startup right now called GoVector .ai. We used to actually be on the governmental contract, and we pivot, of course, like most startups, right? right?

For me, if you come into myself and you tell me you don't like AI, of course I'm not going to hire you, right? You're going to work at an AI company and you don't want to learn it at all. And you're like, no, I hate AI. It's all bad. It's going to take all our jobs. Of course, that's just not going to work, right?

But I am looking for somebody who is interested in rag, long chain, somebody who's fascinated by AI and actually wants to go in and dive deep and not just like oh i hate ai i don't want to work here i just want to work here because i need a job and i'm desperate okay yes so ignoring the fact that the reason we're not because we're so enamored with your company let's you know put the cards on the table of course and skip that politically of course once we get past that in the general case not for an ai startup sure like yours

sure is it really table stakes how different is it from 10 -15 short years ago where everybody on their resume had proficient in Microsoft Office keeping up with the tools knowing how to use chat GPT or notebook LM and all that how How is it different than 10 years ago's proficient in Microsoft Word and is it really table stakes or is it just another iteration of another artificial differentiator?

Yes. That was my question. Oh, okay. Okay. Gotcha. Gotcha. Of course. Of course.

Well, you know the same aspect, right? A lot of older people, they didn't want to adopt to the debit card and the credit card swipe, right? They're like, why? Why am I going to adopt to this? This is stupid. I want to use cash, right? It just takes a little bit of progress and time and adding value and explaining the value of AI into them, right?

I think that with everything changing with AI, everybody is like fear -mongering online. They're like, hey, AI is going to take over your jobs and you're not going to be distinct. You're not going to have no job. Who's going to buy the product?

But think about a way as in terms of it's a way to uplevel your skills, right? Learning new skills. There are probably created new jobs, like maybe an AI consultant. We still need a recruiter, right? Because we need AI to help with the sourcing aspect, but we need the human part. The human part is people, I'm not selling people on the AI aspect. I'm selling them on my personality, my charisma, right? Because I'm selling them on the company.

They are looking at me like, okay, this girl seems really boring, or she seems really serious, or look at the way she presents herself. Why do we want to work with her, right? Right? And I think that it comes back into play with AI.

It's not going to get rid of jobs. It's just going to create more productivity and uploading kind of more skill sets that people are scared to unlock. And I know people are very scared of the unknowns. A lot of people are, but sometimes it's good to start with the unknowns, right? You never know. If you go there with open mind, you never know what life is going to get you.

Cover Letters, Keywords, and Where Humans Still Add Value

I assume the very short future when every candidate will create the resume and cover letter with AI and it will analyze and choose by AI so what the, where the people in this, in this chain.

Yeah, so first of all, first and foremost, I think a cover letter is so archaic. Most recruiters, we don't even read cover letters. I just stare at it. I'm like, why are you sending me a cover letter?

I see it's cool, awesome. I don't care. I care about how you speak to me, and I care about your resume and how you format it and what you put on there, right?

Yeah, but I mostly talk about resume. Yes, yes. By AI. Yes.

I don't mind you use AI, but as I mentioned earlier before, I don't know if you were here, just to reiterate, you can use AI and making sure that it's comparable to the job description, but not making it sound so robotic and adding some words in there to make it sound humanized, right?

1But the main things are our ATS system is pulling keywords. So if a certain job says you must know TypeScript or React or, you know, Java, right, put it on there. That would pull up on my system, right? That will flag me, like, hey, this person is a 99 % match, or 98.

I'm like, okay.

I can say to AI, pull the job description and put everything that's necessary to the resume. And how was your success? And how was your success?

No, I'd say I can. Yes, you can.

And, you know, I had people who actually used AI, and they got phone calls from me and conversations. but also as well I I look at everybody a holistic and not just like hey you're just another number because I know how it feels to be unemployed and on the other end and also as well like recruiting as well so I like to be very

transparent with my candidates on feedback I just give them the straight creative feedback.

I'm guessing you might have captured some of this about how can you get that position or how much of it can get lost. What kind of questions?

When AI Misses Things: Notes, Listening, and Process

Now, when you use AI to create the transcripts, all of them don't get captured. So do you still continue to do that? Yeah.

So in those kind of instances, whenever in MetaView or anything that I kind of use to transcribe does not take charge or kind of miss some couple of things.

I'm a typical auditory learner. I learn with my ears. So every time something, somebody says something, I remember

every little thing about you, every little detail. I remember where people live, I remember their addresses, their favorite things, and everything like that. So I kind of don't really need

the transcribing. I figure everything out all through listening. Yes, I could show you a little on my end, but it's more for company purposes.

If you guys afterwards, if you guys are curious, I can show you on my end the ATS system, how it works and the feedback I give. Yes, making sure it's clean.

Resume and Outreach Do’s and Don’ts

Please don't put your address. I'm noticing people are putting their addresses on there. Don't do that. that you don't know what's going to, you know, some crazy psycho would do with your address, right? It's probably all out there in the cloud.

The other thing, too, is please don't put your photo on there. I've seen people put their photos on there.

I think the format is having a professional summary about who you are. Maybe you have eight -plus years of a full -stack engineer, right? Talk more about the past, present, and future on that aspect, right? Making sure everything is clear, concise, bullet points. You need three to five, nothing crazy. and using those key words right like lead collaborative numbers right you

know what a lot of my recruiter friends have two mixed thoughts one of my recruiter friends is all that's so desperate I don't like that and she's all like I was like why she's all because they're showing me they're desperate and you know they want to talk to me and things like that yes yes my

But story time, I'm going to say this and everybody is aware of this. Please don't message me on a personal email saying that you're interested in a job and then you give me the wrong company. And don't call my personal phone number, please. Thank you.

I think that's enough. I know you're desperate for a job, but please don't call my personal phone number and please don't email me and tell me in my personal email about why you're interested in a role and then you have the wrong company on there.

right I think that for that instance is think about it as a way as in terms of recruiters like to have things that we can't have so you put open to work right I'm telling it's telling me that you're desperate but if you're saying that you

know you're like hey you know like if I talk to you on the phone hey why are you trying to leave your current company you're like actually I'm not trying to leave my current company I enjoy my job right now I'm just kind of seeing what your company is all about and you you reached out to me I kind of want to see

what this company is all about right and as a recruiter i want to have something that i can't have right so i'm urging more like i'm like i really like this person on the phone like i really want to hire them any other questions i just wanted to say the whole of the work is don't put it on there if you're still in your current job yes yes is all the questions concerns we have here

Conclusion

anything else well thank you so much for taking the time to listen to me and ask questions thank Thank you.