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Interview starts at the 19:27 mark
DUDUZILE RAMELA: Applying for a job is daunting enough, knowing you’re not the only one looking, more so in a country with so much unemployment or a high unemployment rate, it can be somewhat anxiety-inducing. But wait, there’s more, the introduction of AI (artificial intelligence). AI online recruitment tools are on the rise. However, there’s still space for the more traditional way of doing things. So how do you set yourself apart from the rest?
Advaita Naidoo is Africa MD at Jack Hammer Global, and she joins us now to give you some tips. Advaita, thank you very much for your time this afternoon. So let’s start with exactly that, how we need to understand AI and the recruitment space, what’s the connection?
ADVAITA NAIDOO: So I’m glad you asked, and I love that, but wait, there’s more, because there is always more in the world of AI, isn’t there? I think with the democratised access to AI tools that came first with ChatGPT over a year ago, we saw a lot of people thinking about all the opportunities that opened up without considering the risks and the threats. It’s true, the opportunities are considerable.
You can reduce the amount of time to do certain tasks, you can use it to unlock your creativity, and that’s as true in the search for a job.
You can use it to first write your CV and then tailor it for each role you apply to. If there are employers out there who are still misguided and they’re asking for cover letters, you can use it to write one of those. You can take it further, there are tools that will analyse your LinkedIn profile, help you optimise it to be more attractive and really use it to sell yourself.
DUDUZILE RAMELA: You speak of employers who are misguided in terms of asking for a cover letter, is that a thing of the past, please say it’s so?
ADVAITA NAIDOO: I wish it was a thing of the past, and I understand why they’re still asking for it, because they want to be able to see that you can tailor your application for the role under consideration. But at the same time, I think that there should be a meeting of the minds. They should be able to look at a tailored CV and decide whether this person is going to match the role, or you can tailor your CV individually for each role that you apply to. Sometimes repeating the information on a cover letter, it’s a little bit of a waste of time. Although they may be using it to test your communication skills. I think there just needs to be a bit of give and take on both sides.
This very stringent requirement of the cover letter should really be a relic of the past.
DUDUZILE RAMELA: Let’s get into the nugget of it. How do you beat the bot and distinguish yourself from the rest?
ADVAITA NAIDOO: So yes, there are all these opportunities, but on the flip side, like you say, you have to beat the bot. These tools mean that applications for positions have increased exponentially, so that reduces your chance of being noticed. A lot of companies are also using filtering software to eliminate CVs or applications that don’t meet their keyword requirements, and then it’s just so easy to apply, so you need to do more to stand out.
So the first thing that we would recommend is really optimise your LinkedIn profile.
First, you can use it through the use of AI, but be diligent in maintaining it to stay relevant. Personalise it to the degree that’s appropriate for your roles in your industries because hiring managers do check candidates out on LinkedIn.
So show up well, and it also means choosing your imagery well. There’s a lot of marketing real estate on a LinkedIn profile, so use it. You can show so much more on a LinkedIn profile than you can on a CV, so why not use it to your advantage?
DUDUZILE RAMELA: What about keywords? There’s this concept that I recently learned of, of using the keywords that are on the job profile so that the bot is able to then pick you.
ADVAITA NAIDOO: So I’m glad to say that’s not as prevalent in South Africa as it is in other markets. I think it really puts people at a disadvantage when recruiters or hiring managers use these applicant tracking systems (ATS) to automatically kick out CVs that don’t have the keywords. But as much as you can, do make sure that your CV is relevant, do bring in the things that they’re looking for because even if they’re not using the software, they will also be casting an eye over a CV, and if you’re not using the information or the language that is relevant to that recruiter, the chances of you being noticed are reduced. So if they talk about certain projects, point out what in your experience would speak to what the recruiter is looking for.
Read: How to strengthen your career prospects in the age of AI
DUDUZILE RAMELA: Patience, how big of a factor is patience, because you take a look at your situation and you know how desperate it is, and you see that nothing is coming through for you. But let’s speak about how to train the mind to just wait and rest.
ADVAITA NAIDOO: So I think it’s probably important to note that no one is rejecting you personally, but finding the right role is difficult, as is appointing the right person. So get your mindset right. There will be anxiety, there will be frustration. Just stay positive and take it on the chin. I think there are certain things you can do apart from optimising your LinkedIn profile and optimising your CV.
You should absolutely be very organised because when you’re sending out hundreds of applications a week, if that’s the volume that you’re working with, it’s going to be easy to lose track of what you’re doing. So keep a spreadsheet, just be organised in how you do things. So when there is a follow up, you can refer back to that opportunity very quickly. It’s not going to be messy, and you come off looking more professional.
Read: Using hiring AI to bridge the pay gap
I think the thing about patience is it’s not just about sending out the applications and waiting for somebody to get back to you.
We do need to be networking and don’t fall into the trap of thinking it’s not what you know, it’s who you know. It’s not nepotism, but rather it shows your ability to communicate and manage stakeholders and leverage your networks to make the system work to your advantage.
So absolutely get out there and network, show up at events, connect with people on LinkedIn. Don’t be transactional about it. Be relational about it.
If you are relying on your network to make an introduction for you, do the hard work for them. Forward your CV or your profile to the person and say, would you mind passing this on, here is a link to my profile. Don’t expect them to say, oh, I’m going to make an introduction and remember about it three days later, because then you are not being proactive and then you are relying on other people to do your job search for you.
DUDUZILE RAMELA: What about keeping it short and sharp? More so your CV, please don’t send five pages.
ADVAITA NAIDOO: Please definitely don’t send five pages. Again, make sure it’s relevant with all the right roles and titles. Employers want to know what sets you apart from other people with the same job.
So don’t just list your roles and responsibilities, which I’m sorry to say, a lot of executives still do, but talk about what your successes were.
What did you do personally that contributed to company success. Talk about your achievements, be outcomes oriented rather than task-based. Then yes, absolutely, two to three pages of great information that leaves them wanting more is going to do the job.
Read: AI officer is the hot new job that pays over $1m
DUDUZILE RAMELA: Advaita Naidoo, thank you so much for your time and your insights this afternoon. Advaita Naidoo is the Africa MD at Jack Hammer Global.
