”You don’t need to tick every box. Companies play the superhuman card when they want to stay on the safe side and avoid standing out. Sometimes, they’re not looking for experience but for potential,” says Sandra Dillon, Vice President of Talent and Culture Development and recruitment expert at Kemira, a chemical industry group headquartered in Finland.
AI is now used in recruitment processes at a dizzying pace. It’s turned into a cat-and-mouse game, with job seekers using AI to create keyword-loaded applications that slip past employer screening, while employers are weeding out applications that have gone overboard with AI.
AI is now used in recruitment processes at a dizzying pace. It’s turned into a cat-and-mouse game.
Dillon stresses that recruitment is about hiring people. For the time being, AI doesn’t pick up on nuances, and although she sees many efficiency benefits, we need to get the balance right – it's ultimately about finding the right talents for the company.
Dillon understands how job seekers feel in today’s tough job market. She has been unemployed a couple of times in her life and knows the difficulty it can put on a person and a family.
She recommends thinking outside the box in terms of what kinds of positions you should apply for.
"Some door is bound to open,” Dillon says encouragingly.
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| Dillon understands how job seekers feel in today’s tough job market. She has been unemployed a couple of times in her life. |
After all, the landscape of work is changing rapidly. The World Economic Forum estimated in its 2025 report that by 2030, 170 million new jobs will be created, while 92 million jobs will be displaced.
The role of reskilling and upskilling has become increasingly important. Having a positive attitude towards learning significantly increases one’s chances of getting a new job and staying relevant in the job market.
"You can be qualified even without education. When trust is in place, you can learn a great deal on the job."
When writing applications, Dillon recommends keeping your CV concise and only including the requested information.
She points out that the application process often includes requirements tied to age discrimination and having the "right" educational or social background, which are actually biases.
Job hunting takes an entrepreneurial mindset from the job seeker.
First of all, it’s a good idea to send your application as soon as possible after the job has been posted. After that, Dillon advises reaching out to the company to make sure you stand out, whether by calling, emailing, or even marching into the reception to ask for an annual report.
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| Dillon points out that application processes often include biases: "It is the responsibility of everyone involved in the recruitment process to ask whether this or that requirement is necessary." |
How about passion? Even that is not a must.
“I always ask what motivates the applicant. Some say it’s to support their family. We’re all different – some live to work, others work to live.”
Dillon sees it as a plus when an applicant takes an active approach to job hunting in other ways, too, showing they’re genuinely interested. Applicants need to demonstrate that the interview is important to them: they’ve combed their hair, thought about interesting questions to ask, and read up on the company.
Another plus is when an applicant mentions strengths as well as any areas they still have room to learn.
"It’s about the person and their values. Companies hire people."
"You can be qualified even without education. When trust is in place, you can learn a great deal on the job."
