nkusi jean
HR & Recruitment 2mo

My name is Jean de Dieu,i have a Bachelors Degree in Mechanical Engineering . I am looking for any available opportunity in the field of Engineering i am open to travel in any part of the world
i am available on email:nkujado@gmail.com and on phone /whatsapp +250788223728.
Thank you
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Sammy Kitts
HR & Recruitment 2mo

Dear Community,

Kindly help me find a decent job in the Finance departments. either as an accounts assistant or accountant. i have experience as an accounts assistant of 12 Years.
5   

MELECH KEVAN
HR & Recruitment 1mo
How should a HRM behave while handling human Resource crisis?
2   

  • Geoffrey Munywoki

    2
    1mo

    Handling a human resource crisis requires a strategic and empathetic approach. Here are some key behaviors and strategies for an HR manager (HRM)... during such times:

    Stay Calm and Composed: Maintain a level head to instill confidence among employees. Your demeanor sets the tone for how the situation is perceived.

    Communicate Clearly: Provide transparent and timely information. Regular updates help alleviate uncertainty and rumors.

    Listen Actively: Encourage open dialogue. Listen to employees’ concerns and feedback to understand the situation better and address specific needs.

    Show Empathy: Acknowledge the emotional impact of the crisis on employees. Validate their feelings and offer support where possible.

    Develop a Response Plan: Collaborate with leadership to create a clear action plan. Outline steps to address the crisis and communicate this to employees.

    Be Proactive: Anticipate potential issues and be prepared with strategies to mitigate them. This can help in avoiding escala     more

    2

  • Viacheslav Velykyi

    218
    1mo

    Okay, could you please clarify what you mean by human resource crisis?

HR & Recruitment

 1mo

How to Have Effective One-on-One Meetings


One-on-one meetings are vital for building strong working relationships, providing feedback, and discussing career development particularly if it's a connection with your direct manager or report. If you're not feeling like you are leaving one-on-ones, especially with your direct manager, with a lot of value then it's time to revise your approach.

Adopting these tips will support a more... structured approach, that will leave some space for fluidity of conversation while ensuring you get all of the practical bases covered you need to continue successfully within your role before your next connection.

To optimize your one-on-one time and experience, consider the structure of your one-on-one, set an agenda, and be deliberate about the time allocated and the setting for your one-on-one.

This doesn't mean you have to ditch the personal nature of your one-on-one completely either - this can be a great place for you to get to know your manager, employee, or colleague even better so that you can foster an even healthier working relationship and support one another's career growth.

These tips will help you turn your one-on-ones from a chore into a chance to connect, collaborate, and maybe even have a little fun.

Effective agenda templates help ensure these meetings are productive and focused. The most effective one-on-one meeting agenda templates share certain qualities: they are structured, flexible, promote open communication, and help both parties prepare.

Here are some of the best one-on-one meeting agenda templates and why they stand out:

When you sit down for your one-on-one, start by ranking the items on your agenda from most to least important. This way, if time runs short, you can prioritize the most critical topics. As you discuss each item, cross it off the list and document any decisions or action items. This keeps everyone on the same page and ensures you can refer back to the meeting notes later.

Synchronous time, whether in-person or remote via a video call, is precious. This should not be a place reserved for status updates that don't require that one-on-one synchronous time.

This is where you should feel most comfortable asking open-ended questions, having discussions, brainstorming, and debating the best path forward in a safe environment. It's a space to really understand the perspective of your manager or colleague so that you can go forth and be enabled to do your best work.

To ensure you get to the heart of this as quickly as possible - if you have a status update to provide or background information that's going to lay the groundwork for a lively discussion with your team member, then you should flip the meeting by sending a personalized video update beforehand.

Sending out a video or presentation beforehand allows the person you're meeting with to lean into active listening, really digesting the information provided prior to your connection. Preparing them to discuss, not just digest during your valuable time together.

Plus, it's a game-changer for different learning styles. Some people love to think on their feet, while others need time to process and gather their talking points. Flipping the meeting ensures everyone gets a chance to shine. Check out this quick 2-minute video for how to flip a meeting.

Although some meetings are designed for more depth at certain times of the year, such as performance management or performance review conversations, recurring meetings can be shorter while still being a place to receive feedback on an ongoing basis.

One-on-one meetings are an essential part of employee development and communication in any organization. However, keeping these meetings short -- preferably around 30 minutes -- can make them more effective than longer sessions. Here's why a 30-minute one-on-one is often more impactful than a full hour.

When meetings are capped at 30 minutes, both the manager and the employee are encouraged to be more intentional about their time. A shorter meeting requires participants to prioritize key issues, rather than digress into less important topics.

Longer meetings often suffer from diminishing returns, as participants become mentally fatigued. After about 30 minutes, attention levels tend to drop, reducing engagement and effectiveness. Shorter meetings help maintain high energy and focus throughout the conversation.

If one-on-one meetings are kept short, it's easier to schedule them more frequently -- whether weekly or bi-weekly. This allows for ongoing communication and quick course corrections, rather than waiting for larger issues to pile up over time.

By keeping one-on-ones to 30 minutes, managers have more time to focus on other high-priority tasks. Similarly, employees appreciate that their time is respected, allowing them to get back to their work without losing momentum.

Shorter one-on-one meetings promote clearer and more concise communication. Both parties are more likely to get to the point and avoid over-explaining or indulging in unnecessary details.

In today's fast-paced work environment, both managers and employees are juggling numerous responsibilities. A 30-minute one-on-one is easier to slot into a busy day and less likely to be canceled or rescheduled due to time conflicts.

Shorter, 30-minute one-on-one meetings are not just a time-saving strategy -- they enhance focus, prevent fatigue, and create an environment for more frequent, effective check-ins. By encouraging concise communication and reducing time-wasting tendencies, they help ensure meetings are productive and actionable, benefiting both employees and managers.

For those aiming to optimize their one-on-one meetings, shorter is often better, keeping the conversation sharp, focused, and productive.

In today's remote-first world, video calls and messaging platforms have become the default modes of communication. While these virtual meetings are efficient, there are several reasons why holding in-person one-on-ones can still be crucial -- particularly in remote or hybrid work environments.

In-person meetings provide a unique opportunity to build deeper, more authentic connections. Human interactions are richer when they take place face-to-face, allowing for more natural communication and rapport-building.

In-person settings create an environment where employees often feel more comfortable expressing concerns, giving feedback, or discussing personal matters. The physical proximity and shared space encourage more open, honest dialogue.

Remote meetings can suffer from distractions, whether it's email notifications, technical issues, or household interruptions. In-person one-on-ones eliminate these virtual barriers, allowing both parties to be fully present in the moment.

In-person meetings reinforce the cultural connection between employees and the company. Remote workers, especially those who rarely visit the office, may feel detached from the broader organizational culture. Meeting face-to-face helps re-establish that bond.

Sensitive topics such as performance reviews, personal challenges, or difficult feedback are best handled face-to-face. In-person meetings allow managers to convey empathy and understanding more effectively during challenging discussions.

In-person one-on-ones provide a unique space for brainstorming and problem-solving, which can feel more fluid in person than online. Sometimes, the energy of being in the same room sparks creativity that a virtual meeting simply can't replicate.

In a remote work environment, employees may go long stretches without interacting with colleagues in person. Occasional face-to-face one-on-one meetings offer an essential opportunity to reconnect on a human level.

While remote work has its advantages, the value of in-person one-on-ones cannot be underestimated. Whether it's building stronger relationships, encouraging open dialogue, or handling sensitive conversations, there are certain aspects of human connection that can only be fully realized when meeting face-to-face.

In-person one-on-ones create a deeper, more meaningful experience that strengthens trust, enhances communication, and ultimately leads to better employee engagement and satisfaction. Incorporating them into a primarily remote work environment is a powerful way to maintain human connection and foster greater trust.

People work best for people they know, like, trust, and respect. Take the time to create a personal connection with your manager or direct reports. Whether in person or remote - take a few minutes of each one-on-one to discuss non-work-related topics. Here are some conversation starters for the workplace from BetterUp to help break the ice:

By following these tips, you can make your one-on-one meetings more effective and enjoyable for everyone involved. Remember, the goal is to build strong relationships and achieve your goals together.

Now that you're a rockstar at one-on-ones, want to improve more of your meetings? Download our free guide below. more
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  • Andrew Jachan

    2
    1mo

    This has built my confidence and helped me know my rights well.

    2

Vuyokazi Gatyeni


HR & Recruitment 2mo

Hi i am vuyokazi Gatyeni i am looking for job, i have diploma in marketing, i have been worked as sales intern , also worked as admin clerk anyone who can help can reach me on 0717176900
3   

Victoria Ayo
HR & Recruitment 2mo

hello,
My name is Victoria Ayo. I have a bachelors degree in social work and social administration. I am looking for any available opportunity in the field of Social work or Administration. I am open to travel in any part of the world .
Reach me on email: victoriaayo027@gmail.com and on phone or WhatsApp +256777964493
2   

  • Acuti Sam

    1mo

    Send your doucment jeromafarmers.c@gmail.com

HR & Recruitment

 1mo

The recruiting process is broken, but tech isn't to blame. People are


More often than I'd like this summer, I'd see an open job posting I knew I was qualified for, take the time to craft a personalized cover letter explaining why I was a good fit, and customize my résumé for the role. I'd apply . . . and get an automated rejection, often within minutes of submission.

My summer started with an unexpected layoff. I spent most of it applying and interviewing for new... roles. I've also spent a ton of time on LinkedIn, where the consensus is that the recruiting process is broken. In many ways, I agree with this. But I disagree with one of the top diagnoses, which is technology -- AI recruiting tools and the automation provided by applicant tracking systems, for example -- is what's ruining the hiring process.

While on a very basic level, technology -- most likely an applicant tracking system: hiring software that automates and optimizes recruiting -- is technically the tool physically rejecting applications before a hiring manager can look at them, technology hasn't yet evolved to the point where it can make decisions without human input.

I know this better than most because I worked for a recruiting platform for the past three years. My last company sold onboarding software and an applicant tracking system that utilized AI-assisted capabilities to help organizations streamline their hiring. I helped conceptualize the term "AI-assisted" as part of the marketing team responsible for the company's messaging, attempting to reflect that AI doesn't work without input from people and hoping to telegraph to savvy hiring teams to use technology strategically, not simply adopt it and hope for a miracle. more
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HR & Recruitment

 1mo

One in four employees looking for a new job


Millions of people have been considering, and actively pursuing, a job switch this year, according to a new survey by HR software provider Ciphr.

The poll of over 1,200 UK employees found that one in seven (15%) had started a new job in the last six months or so. While a further one in four (26%) have been 'actively job hunting', due to continuing cost-of-living pressures.

Workers at the... beginning of their careers - who tend to be among some of the lowest earners - are the most likely to be primed to leave.

Over half (53%) of Gen Z employees, aged 18-24, and a third (34%) of younger Millennials, aged 25-34, said they were looking for better-paying roles. This contrasts to around a quarter (28%) of 35-44-year-olds, a fifth (22%) of 45-55-year-olds, and a tenth (9%) of those over 55.

Notably, over half (53%) of respondents who are, or have been, looking for a different job this year have also taken on more hours or extra shifts to supplement their income, and two in five (40%) have taken on an additional job or side hustle.

Based on Ciphr's data, Londoners are comparatively more likely to be in the market for a new position than other UK workers, with well over a third (37%) reportedly 'actively job hunting'. Nearly a third of employees in the South West of England, Northern Ireland and Scotland (32%, 31% and 31% respectively) have also been seeking a change.

Employers in the East Midlands, however, may be more relieved to hear that 'just' one in eight (12%) people living there have been looking for a new job.

Some industries may also be facing more of an exodus than others.

As many as one in three people currently working in sales (37%), business and management consulting (35%), hospitality and events (35%), and IT (32%) are likely to switch jobs this year (if they haven't already).

As are one in four people working in healthcare (28%), accountancy, banking and finance, including pensions and insurance professionals (28%), recruitment and HR (27%), and property and construction (26%).

In comparison, only around one in seven (15%) solicitors, lawyers, and others in the legal sector, have been making steps to change jobs this year. Transport and logistics workers are also less likely to be job hunting than most (17% of people employed in this sector vs the survey average of 26%).

Claire Williams, chief people and operations officer at Ciphr, says: "It's still a highly competitive job market, and I'm sure most employers are very aware that retention continues to be a challenge. Especially when so many people are continuing to feel financial pressures. Inflation may have come down from the double-digits of recent years, but the cost of living and the cost of doing business remains high.

"We know from previous research that salary is rarely the only aspect of a job that governs whether people stay or leave an organisation. Work-life balance, workload demands, career and development opportunities, management behaviour and practices, job autonomy, feeling appreciated, sense of belonging, being treated fairly, job security, and good benefits, among many other things, all have an influence too.

"HR's role is to understand what is driving employee turnover - to utilise people data to look at the trends, compare that with the market, and be realistic about what constitutes a healthy level of turnover. They should be creating strategies to improve retention where needed - listening to employee feedback to shape the broader EVP [employee value proposition] and working with the C-suite and management to deliver on that.

"Importantly, we need to be clear that high turnover is not solely 'HR's problem'. The C-suite, and cascading management team, also needs to take responsibility for the role they play in helping to ensure a great employee experience. So people feel valued and supported and, ideally, want to stay with your organisation for longer."

Ciphr commissioned a nationally representative survey of 2,000 UK adults in August 2024. Nearly two-thirds (62% or 1,238) of these respondents are currently in full- or part-time employment. more
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HR & Recruitment

 1mo

Talent Journey: Strategies to Supercharge Employee Development


Transform your talent journey with innovative approaches to employee development. Learn how to cultivate high-performing teams and boost retention. " Back to Articles

The workforce is changing. Modern employees are no longer motivated by only monetary compensation. Of course, offering competitive salaries is still very much in fashion.

However, professionals these days want more. They want... to acquire new skills and grow professionally. Otherwise, they'll lose interest quickly and leave.

This is why a robust and well-crafted talent journey is crucial. It allows you to meet employees' expectations regarding training, support, and mobility. As a result, you have an engaged, loyal, and productive workforce. In this article, we will share practical tips to help you bolster employee development. But let's cover the why first.

How does employee development fuel a fulfilling talent journey?

First, let's describe what a talent journey is. It encompasses an employee's path during their employment with an organisation. This includes everything from recruitment and onboarding to ongoing development, career progression, and eventual departure or retirement.

A fulfilling talent journey provides purpose, growth opportunities, and career development. This is possible through employee development for the following reasons:

1. Increases employee engagement and motivation

Investing in employee development is one of the most effective strategies for an engaged workforce. Employees who know you are committed to their professional growth become more invested in the company's success. They take ownership of their roles and are likelier to go above and beyond in their duties.

According to Quantum's Workplace report, 92% of executives say engaged employees are more productive than their disengaged counterparts.

2. Improves employee retention and loyalty

Engaged employees are naturally loyal. Think about it: if you're meeting employees' professional and career development expectations, why would they go elsewhere?

Granted, you can't please everyone. But you'll keep most of them by offering this opportunity.

Besides, replacing one employee can cost one-half to two times the employee's annual salary -- and that's just being modest. It takes a new hire a while (usually six months to a year) to get fully up to speed and perform their job in the capacity of their predecessor.

With that in mind, where would you prefer to invest your money? Most people choose current employees.

3. Enhances skill sets and capabilities within the workforce

Sometimes, when employees don't do well, it isn't for a lack of trying. They just lack the skills to do their jobs well. Investing in their development can change all that. It equips your team with the relevant skills needed for their day-to-day tasks. As a result, they can produce quality results.

Plus, improving the skill sets of your workforce can save you money down the road. Even when the market shifts or new technologies emerge, you'll have an adaptable team ready to tackle new challenges.

4. Increases innovation and problem-solving abilities

Employee development programmes nurture creativity and innovative thinking. This can be directly in programmes targeted towards innovation, or indirectly through collaborative learning methods to discover new perspectives.

Employees acquire new skills and perspectives and become better equipped to devise innovative solutions. This, in turn, gives the organisation a competitive edge.

Nearly 80% of companies agree. According to BNG's report, innovation is a top priority.

5. Improves overall company performance

When you invest in the development of your workforce, you also contribute to the company's overall success.

A well-structured training programme improves employee engagement, resulting in better productivity and performance. An engaged, productive, and high-performing workforce will likely stay longer with the company, thereby cutting down on employee turnover.

So, you are improving company performance, whether upskilling your workforce through internal development or attracting new talents due to your employee development initiatives.

Strategies to supercharge employee development

Follow these tips to enhance the development of your employees:

1. Customise professional individual growth opportunities

Every employee is different. Their learning patterns, how they take in information, and their career aspirations vary. So, avoid a one-size-fits-all training approach.

Try to understand each person's unique needs and tailor development plans accordingly. This is now easy, thanks to technological advancements like artificial intelligence (AI).

AI-driven assessments use machine learning to analyse an employee's skills, performance, and behaviour. This can be through simple quizzes or complex simulations that mimic real-world contexts.

Then, the data collected is analysed to identify strengths and opportunities for improvement.

As a result, you can create an engaging, efficient, and adaptable talent development journey.

2. Offer training, workshops, or certifications aligned with roles

Don't just provide generic learning opportunities. Offer targeted training that directly aligns with employees' current roles and future career aspirations. This approach ensures that the skills they acquire are immediately applicable and valuable to their work.

For example, if you have a marketing team, organise workshops on the latest digital marketing trends or social media strategies. For your IT department, provide certifications in emerging technologies or cybersecurity protocols.

The point is to make learning relevant and practical. When employees can apply what they've learned to their daily tasks, they're more likely to retain the information and see the value in their development.

3. Pair experienced employees with mentees for support

Mentorship programs are powerful tools for employee development. It provides personalised guidance, support, and feedback that can accelerate learning and career growth.

Pair seasoned professionals with less experienced employees to foster knowledge transfer and create a supportive learning environment. This not only benefits the mentee but also allows the mentor to develop leadership skills and gain fresh perspectives.

Consider implementing a structured mentorship program where mentors and mentees meet regularly, set goals, and track progress. This can include job shadowing, regular check-ins, and collaborative projects.

The beauty of mentorship is that it creates a culture of continuous learning and helps build strong relationships within the organisation.

4. Organise sessions for sharing knowledge among peers

Allowing employees to bounce ideas off each other can improve productivity. It enhances teamwork, knowledge sharing, and collaboration -- ingredients of a thriving workplace culture.

An environment of open communication among peers makes information transfer accessible and less intimidating, increasing the chances of knowledge retention. This is unsurprising because employees will feel more relaxed and at ease around their teammates than their superiors.

5. Deliver bite-sized learning modules adaptable to busy schedules

The success of any employee development initiative is tied to their ability to retain knowledge. That means finding ways for employees to learn, even with busy schedules. Employing bite-sized learning is one solution.

This learning technique involves delivering educational content in small, easily digestible chunks. Then, employees can engage with the materials during idle moments or short breaks.

Some examples of bite-sized learning include flashcards, short videos (usually 10-15 minutes), and infographics. It enhances retention as lessons focus on specific concepts without feeling overwhelming. Also, it facilitates a thriving learning culture because employees gradually assimilate knowledge and skills over time.

6. Conduct regular feedback sessions to aid improvement

You might have the best intentions, but no one knows their development needs better than your employees. So, conduct regular check-ins to gather their input and assess progress.

Ask them how they feel about the company's contribution to their development. Find out if they feel support from their manager and team. Ask about the current employee development initiatives and what improvement they'd like to see.

Organising feedback sessions is one way to collect this information. Anonymous surveys and one-on-one meetings are other effective methods, especially when employees hesitate to speak up in group settings.

7. Recognise and celebrate achievements and participation

Appreciate employees for their effort in training and using that knowledge. It may seem small, but recognising employees' progress can motivate them to strive more.

According to research, employees are 18 times more likely to produce great work when they receive recognition.

With a culture of recognition and appreciation, people are more committed to continue learning and developing their skills. Regular appraisal also creates a positive and supportive environment.

9. Outline career paths and guide employees in achieving goals

Provide clear career paths and guidance for employees to achieve their goals. This strategy helps employees visualise their future within the organisation and understand the steps needed to progress.

Start by mapping out potential career trajectories within your company. This could include lateral moves, promotions, or even cross-departmental shifts. Make these paths visible and accessible to all employees, perhaps through an internal career portal or regular career development workshops.

Next, work with employees to set both short-term and long-term career goals. These goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. For instance, a junior marketer might aim to lead a campaign within six months or become a team lead within two years.

Career paths aren't always linear. Encourage employees to explore different areas of the business that interest them. This cross-functional exposure can lead to innovative ideas and a more well-rounded workforce.

10. Foster a learning culture and promote a work-life balance

A learning culture encourages continuous growth and adaptation. Employees feel motivated to acquire new skills and share knowledge in such an environment.

To achieve this, offer various learning opportunities, including workshops, online course subscriptions, lunch-and-learn sessions, and industry conferences.

However, learning shouldn't come at the cost of personal time, which is why work-life balance is essential. Put measures in place that allow employees to manage their responsibilities and professional development without burning out.

Embrace innovative practices like going paperless and flexible working hours to give employees more control over their schedules. For example, a law firm transitioning to a paperless law office can free up time for learning and development while reducing administrative burdens.

Finding a balance between learning and personal time creates an environment where employees can grow without feeling overwhelmed. This leads to more satisfied, skilled, loyal team members.

Conclusion

Employee development is much more than doing right by your workforce. It is an investment in the short and long-term future of your company.

When employees see that you are committed to their growth, their motivation to do well goes beyond monetary compensation. They develop a deeper bond with the company. No amount of money can buy that.

Naturally committed employees are engaged and productive and stick around longer. Follow the tips above to enhance the development of your employees and provide them with a fulfilling talent journey.

This article was guest written by Austin Guanzon. more
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HR & Recruitment

 1mo

'I Applied to 2,843 Roles': The Rise of AI-Powered Job Application Bots


Using AI Hawk's Auto Jobs Applier bot, I applied for 17 jobs in an hour on LinkedIn.

Before I put my laptop aside at the restaurant I'm working at, I open a terminal window, enter a single command, and hit enter. The server gives me my breakfast and I push my laptop away as the bot springs to life, opening a Chrome window and navigating to LinkedIn. It starts scrolling through job listings, and... opens a few of them.

I watch the bot find a job at a company called Alpha Lion and click "Easy Apply." It enters my biographical information, generates a resume, and writes a cover letter. It tells Alpha Lion I am authorized to work in the United States, that I do not mind remote work and in fact prefer it, that I have not served in the military. It explains that "I am particularly drawn to Alpha Lion's commitment to personal excellence and innovation in sports nutrition" and that "I am looking forward to the opportunity to discuss how my skills and experiences align with the goals of Alpha Lion and how I can help propel your video marketing efforts to new heights." It clicks apply. I take a bite of my toast.

The bot finds another job at a marketing firm and tells them "I thrive on building strong teams and driving innovation through entrepreneurship and emerging technologies. Let's create the future together!" While texting one of my friends, I watch it tell the jewelry company Brilliant Earth that "Your mission to cultivate a more transparent and sustainable jewelry industry resonates deeply with my professional values, and I am eager to contribute my expertise in developing innovative social media strategies that align with your brand's vision."

By the time I finished breakfast, I had applied to 12 different jobs all over the United States.

This is Auto_Jobs_Applier_AIHawk, which is currently "trending" on GitHub and is one of the most popular new projects there. It is actively being used by thousands of people to use AI to automatically apply for jobs on LinkedIn at scale. It is essentially a Python program that navigates LinkedIn and uses an LLM (OpenAI's GPT products and Gemini both work) to generate custom cover letters and resumes based on a series of biographical details that a user codes into a script and tweaks them as necessary based on the job description and other information that the company has put on LinkedIn. Various tutorials and guides have been created for how to get the code up and running, which basically just requires users to install Python, tweak some code according to a template, program in an OpenAI API key, and log in to LinkedIn. I was able to get the program running within 15 minutes.

In recent days, AI Hawk has gone viral and has inspired a few clones and forks, including a company called "JobMagic," whose tagline is "apply for jobs while you sleep" and proposes to essentially be AI Hawk for people who can't figure out how to get the Python code running.

AI Hawk's Telegram community has 4,700 members and is full of people who have said they've gotten job interviews within days of having the AI submit tons of applications.

"Ran it overnight, applied to around 150 jobs. got an HR call this morning..and i'm just getting started lol. I'm gonna have it run 24/7," one user wrote. "Planning to apply to thousands of jobs. This time I (the candidate) have the leverage, not some random HR."

"I've been using the platform for a little over three months now, during which I applied to 2,843 roles," another user wrote. "In that time, I've had four interviews, received one offer for a Senior Data Engineer role at £85k, and I'm awaiting feedback on another offer, pending the results of a test."

"So far for less than 4 weeks, I applied to around 200 jobs," another said. "Six interviews. It's really painful being unemployed for monthssss and super difficult to get an interview chance in Bay Area. Before using the bot, got rejected for 2 roles at final round interview recently. One that I spent 2months+ with multiple interviews but still I failed. "

"Applied to 200 jobs so far," another said. "It's saved me more than 2 weeks of applications at my previous rate. Wonderful application. Absolutely bonkers helpful."

"Just started and already 20 applications sent in ~20min," another said. "The bot will be running all night lol."

The sudden explosion in popularity of AI Hawk means that we now live in a world where people are using AI-generated resumes and cover letters to automatically apply for jobs, many of which will be reviewed by automated AI software (and where people are sometimes interviewed by AI), creating a bizarre loop where humans have essentially been removed from the job application and hiring process. Essentially, robots are writing cover letters for other robots to read, with uncertain effects for human beings who apply to jobs the old fashioned way.

All of this is very dystopian and continues a race-to-the-bottom where the internet more broadly is flooded with AI-generated drek to the point where navigating anything becomes tedious at best and impossible at worst. But in this case, it is at least possible to understand the instinct to use a bot like this as companies, recruiters, and HR software companies attempt to automate away any possible human interaction you might have with a company as part of the jobs application process. (Some HR companies have even proposed "AI employees," taking the human job candidate out of the equation altogether.)

It also comes as a response to the longstanding problem of job seekers feeling like applying to and interviewing for jobs can be an endless process, which are often filled with requirements to complete tedious assignments and go through many rounds of interviews spread out over the course of months. Through that lens, it is understandable that people may want to automate the beginning stages of a process that is often a nightmare.

AI Hawk was cofounded by Federico Elia, an Italian computer scientist who told 404 Media that one of the reasons he created the project was to "balance the use of artificial intelligence in the recruitment process" in order to (theoretically) re-level the playing field between companies who use AI HR software and the people who are applying for jobs.

"Many companies employ automated screening systems that are often limited and ineffective, excluding qualified candidates simply because their resumes lack specific keywords. These systems can overlook valuable talent who possess the necessary skills but do not use the right terms in their CVs," he said. "This approach creates a more balanced ecosystem where AI not only facilitates selection by companies but also supports the candidacy of talent. By automating repetitive tasks and personalizing applications, AIHawk reduces the time and effort required from candidates, increasing their chances of being noticed by employers."

He said part of his ultimate goal is to "revolutionize the job market through a completely AI-driven job board designed to assist both job seekers and companies in overcoming the inefficiencies and lack of personalization present in traditional recruitment processes." Essentially, this sounds like he wants to create a place where people are more or less automatically matched with jobs; AI applies for jobs, AI reviews them and a match is made.

I asked him if he is worried about a Dead Internet feedback loop where humans are essentially not involved in the process at all. "I understand the concern, but our goal with AIHawk is to create a synergistic system in which AI enhances the entire recruitment process without creating a vicious cycle," Elia said. "The AI in AIHawk is designed to improve the efficiency and personalization of applications, while the AI used by companies focuses on selecting the best talent. This complementary approach avoids the creation of a 'Dead Internet loop' and instead fosters more targeted and meaningful connections between job seekers and employers."

Elia said that he personally has already been banned by LinkedIn "due to the use of AI Hawk for automating applications."

A spokesperson for LinkedIn told 404 Media it was already aware of AI Hawk and that automated tools are not allowed on its platform.

"We remain focused on helping recruiters find quality candidates quickly and jobseekers safely find their next role on LinkedIn while protecting the information people share with us," the spokesperson said. "As part of this, we don't permit the use of third party software (such as bots) that scrapes or automates activity on LinkedIn. We invest in technology that limits unauthorized activity so that the vast majority of our applicants are real people and our members' information stays secure."

It's worth mentioning that LinkedIn itself has been implementing AI features into its platform and its job application process. LinkedIn encourages users to talk to its chatbot to help generate strategies for applying to specific jobs, for example. "We've invested in new AI tools to help professionals more easily find the right job for them," the spokesperson said. "For example, our new AI powered job experience for Premium subscribers helps job seekers assess if the role is a fit for them based on their skills and experience, and what to do to stand out."

The source code of AI Hawk reveals the prompts it uses, and shows how it is designed to fill out applications. Specifically, the AI is tasked with creating "ATS-friendly" resumes and cover letters. ATS is "Applicant Tracking System," a widely used HR automation tool that reviews resumes and cover letters for specific keywords that match the job description before it is ever seen by a human. There are many guides teaching human beings how to write ATS-friendly resumes, meaning we are already teaching a generation of job seekers how to tailor their cover letters to algorithmic decision makers.

While testing AI Hawk, I watched it apply for everything from "Editor Comedy Trailers Video" at TCL North America to "Static Application Security Tester" at General Dynamics and "Senior Digital Designer" at an e-learning platform for first responders. I applied for jobs at Neiman Marcus, a talent agency, a moving company, a credit monitoring company, and a makeup company. In total, I applied for 17 jobs in a little less than an hour, which included me stopping and starting the bot several times as I tweaked various parameters. Doing this cost me $.34 worth of OpenAI tokens.

As I watched the applications get generated, I was pretty surprised by how rote and boring most of the application processes actually were -- many did not actually ask any questions about me or ask for a cover letter at all and could have been applied for with a few clicks in a minute or two anyway. For these jobs, it didn't feel like the AI was actually "doing" anything other than filling in my biographical information and clicking submit. Others had many questions, to which the AI did its best to answer them.

The bot is not perfect. It sometimes tells jobs that I live in Italy rather than the United States. It answers some questions that should be answered with a single word with full sentences and biographical details about myself. I panic-terminated my terminal window because it tried to apply to a job at Tom's Guide, a publication we love and respect here at 404 Media and a company at which I did not want to spam with an AI-generated application. It then sent two separate cover letters to Alpha Lion. One which was tailored to Alpha Lion (which I mentioned above), and one that explained "my hands-on approach to developing editorial calendars and maintaining up-to-date buying guides will ensure that Tom's Guide remains a trusted resource for consumers seeking information on antivirus solutions, identity theft protection, and home security products."

The bot also sometimes gets hung up on specific menu items, gets stuck, and exits the job application process for specific jobs, perhaps forever altering the future path of my life because I will not in fact become a UX Web Designer at TekWissen, "a start-up trying to help other start-ups and small businesses to go online in order to scale up."

Unless I pay close attention while it's running or unless I look up what specific calls it made to OpenAI's API after the fact, I also do not know exactly what the bot is telling companies about me, which could prove difficult if I ever get an interview with any of them. The process truly is automatic -- while at the restaurant I went to pee and came back and had applied for two jobs in the two minutes I was gone. Then again, most of what it wrote is so vague that it probably doesn't matter.

"I believe my collaborative spirit and detail-oriented approach would make me a valuable addition to your creative team," my AI bot tells one company. "I look forward to the opportunity to discuss how my background and skills can contribute to the exciting journey of helping individuals become superhuman." more
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