RW - foRWard Health & Wellbeing eMag - June 25 - Flipbook - Page 23
AI challenges for candidates
1. AI-powered job assessments
Candidates navigating today’s AI-driven hiring landscape face several complex challenges.
One of the most prominent is the increased use of AI-powered job assessments, which can
include automated video interviews, gami昀椀ed cognitive tests, and algorithmic personality
evaluations. While these tools promise e昀昀iciency and objectivity, they can be intimidating and
impersonal for candidates, especially when there’s li琀琀le feedback or transparency about how
performance is evaluated. Many applicants feel they are being assessed more by machines
than by people, which can erode both trust in the process and engagement with the potential
employer.
2. Pressure to optimise resumes/applications
AI-driven hiring processes often push candidates to prioritise e昀昀iciency, such as optimising
resumes with keywords or tailoring responses to algorithms. As a result, individuals may
suppress aspects of their experience or creativity that don’t align with what they believe the
AI is programmed to favour.
This not only a昀昀ects how con昀椀dently they show up in the process but can also lead to
mismatches between who they are and the roles they land. Over time, this pressure to
conform can erode self-expression and reduce the diversity of thought and background that
organisations ultimately bene昀椀t from. For those unfamiliar with how these systems work, this
creates an uneven playing 昀椀eld and adds unnecessary stress to the application process.
3. Inability to highlight personal strengths and capabilities
Skills such as empathy, adaptability, and collaboration are often di昀昀icult for candidates to
communicate in their resume alone. AI-powered hiring tools focus mainly on quanti昀椀able data
and are less likely to understand the nuance of someone who may be able to lead a team
through con昀氀ict or demonstrates the ability to truly embrace change.
For candidates, this can be deeply frustrating especially for those whose strengths lie in
interpersonal connection or leadership through in昀氀uence rather than metrics. This disconnect
can limit how candidates express themselves in the hiring process which deters candidates
from a potential employer and limits the employer's ability to tap into a talent pool that o昀昀ers
these critical interpersonal skills.
