If you are like me, I feel there has been a lot of conversation lately about how technology is changing hiring, but often at a surface level. What I don’t think we spend enough time on is the practical side of how candidates and hiring teams can work with these tools more effectively.
As applicant volume grows, many teams are using technology to support the early stages of review while still keeping people at the center of the process.
What I’ve seen trip up even highly qualified candidates usually comes down to two things:
1️⃣ Keyword matching isn’t the same as skills matching
If a resume doesn’t reflect the language of the job description, systems may miss real alignment, even when the experience is a strong match.
Same background, different wording… very different outcome.
2️⃣ Formatting matters more than you may realize
Columns, tables, graphics, and heavily designed layouts may look great to humans, but they don’t always translate cleanly through automated screening.
Often, clarity and simplicity travel the farthest.
A simple place to start: compare your resume to the job description and make sure the core skills and responsibilities are reflected in the same language, no overhaul required.
The encouraging part?
This isn’t about criticism or “beating the system.” It’s about adapting thoughtfully to how hiring works today so great experience doesn’t get lost in translation.