Fisher, a vice president and career expert at LinkedIn, says recruiters using AI tools to collect basic information may actually be giving them more time with candidates.

If that gets done the first round with using AI, then it gives that recruiter more time to actually spend time with candidates.

And so that I think is the really important thing to realize.

It actually helps with more human interaction.

And actually 59% of recruiters say that without AI, they would have overlooked other candidates.

So it's actually also helping them find the right people.

But in a jobs market that just about every expert is calling a low-fire, low-hire market, it can seem like AI tools are working against job seekers.

In a really tough competitive market, I don't blame people.

Since that opening, how has business been?

You know, it's good.

It's good.

I did have an employee that during that two weeks, so I overhired.

Everybody knew I overhired.

And I said, not everybody's going to make it to the final schedule.

See how you do.

That opens things up pretty wide then.

Well, I heard you say something too that I think is interesting because, um, knowing that the process is very long to get into it, and knowing that there are all the, all of these decisions that have to be made, that can like, I mean, that can cripple somebody pretty easily, right? When you feel like every decision is a major decision, and how many more of these do I have to make, and what if I make the wrong one? Do you have any advice for somebody who's maybe in this part of the journey where they're getting a little bit overwhelmed, and like how do they, how do they stay with it? How do they stay the course? How do they get through that?

Well, there's two things.

Opening a laundromat or opening a business or really anything big and hard is a little bit like raising children.

Uh, you need to know that you're gonna make a mistake and it's gonna be hard, period.

Like, you're gonna make mistakes with your kids.

It's gonna be hard to raise them.

Do it anyway.

Where did this come from?

If they're any good.

Correct, correct.

Just many, many, many pounds of towels, sheets, blankets, pillows, you name it, we wash it.

And I was paying someone.

When I started, I had one Airbnb, and then I had two Airbnbs, and then I had three Airbnbs.

And so I was paying somebody to do the laundry for those.

And then one day...

Oh, there you

Yeah.

So you have that base.

As you go to build your network, focus on, okay, what are the industries that I'm interested in? Start there, but start by asking for introductions to someone.

And so this is where people also get caught up.

Like, well, how do I ask someone to ask for an introduction? And my advice is just be super clear what you're asking for and, you know, clear a specific and then time bound it.

So if you're reaching out to someone and you say, you know, could you make an introduction to me to this person? Here's why.

I'm interested in this job.

Um, so are there any big points that we haven't talked about that you can think of here or words of wisdom that you have for new grads?

And how would you sort of counsel young and old to deal with that sort of scary, you know, filtration? Yeah, yeah.

I think that to understand that, yes, you are probably going to have some sort of AI interview.

It's usually at the very beginning so that it can cut through a lot of those basics, like some questions that so a recruiter would have to ask, like, would you consider remote some of those kind of basic qualifiers? So it helps the move along candidates in that regard so that then the recruiter can spend more time at that second phase of someone who they think has more potential, you know, like has kind of got through those basic qualifications of remote, blah, blah, blah.

And then so they can then spend more time with the candidate where I think what you didn't mention was candidates using AI.

And this is where I think it's really important is that what you don't want to do is if you're if you're using AI to help, you know, build your resume or your cover letter, etc., read it out loud and make sure it doesn't sound like 500 other people could have written it.

Because what the recruiters are doing is once they get through this and they have this tranche of people, they want to make sure that are these people who really are qualified because we know that it's gotten so easy to sound super smart in a very new way.

So adding your personal experience, you know, what unique value do you have? And I think that that's what's really important as people are, you know, navigating new ways of doing some of these interviews, but also how to stand out when you know that there's, it's much easier for people to kind of make themselves sound really good and experienced.

101, but hey.

You send out resumes and you keep calling and nobody responds.

It's so frustrating.

And we hear this all the time.

And what's happening is that people are, you know, in this desperation of, oh, my gosh, this is so challenging.

I'm going to keep applying to roles that maybe or maybe I'm not the right fit for.

So to get that call back, you're going to be really strategic in terms of where you're applying based on your skills and experience.

Focus on being the right fit.

What's the best way? When do you know it's time to go and how do you handle something like that? Job hugging doesn't sound good

What creative practices can individuals engage in to help them envision their potential future career paths, and how might these insights shape their current job search or professional development efforts? You've already touched on using LinkedIn as a tool to see how others got where they are, but I'm curious if you have other suggestions.

So another thing you can do is look at the job descriptions that are of interest to you, and you can see if you're a job match or not.

And then on LinkedIn, it'll show you what qualifications you have for it and what qualifications you don't.

So looking for a job that you know may be way out of reach, go to the job description, see what the skills that they're listing, and then plot out a plan to acquire those skills, whether it's through online courses, through your job, other means of doing it.

And I think it's that planning and having that longer term goal.

Now, I will be honest with you, I've never had the ten-year career goal.

I've not even had a five-year career goal.

What can we do to actually craft it to be more what we'd like? Or perhaps as we look for jobs, craft those jobs to our liking.