📻軟件新聞報導 | 如何令 AI 睇得起你的求職履歷？
最近有研究指出，AI 履歷篩選工具經歷10年的進化及套用不同的防禦機制後仍然存在偏見，但諷刺的是，要破解這個偏見，最好的方法居然是『用 AI 來打敗 AI』：
⚡用啱AI，有望提高60%入圍率
研究團隊模擬了 24 個職業的真實招募流程。這些模擬結果顯示，如果求職者使用與僱主相同的AI模型撰寫履歷，入圍的可能性比擁有同等條件但提交人類撰寫履歷的求職者高出23%至60%，即是AI會識別出「自家出品」，因為文筆風格與句型結構相似，亦更「偏愛」自家出品的履歷，其中以銷售、財務會計有關的職位「偏愛度」最為明顯。
可惜要知道僱主使用哪款 AI 應對，對於求職者似乎是不可能的任務——不過，使用市面主流的 ChatGPT 或 Claude 進行標準職涯口吻潤飾，仍能覆蓋大部分西方企業 AI 的審美標準。而面對中方企業，則以 DeepSeek 潤飾可能更貼切。
⚡誰在用AI 履歷篩選工具？
有調查指出，44%的HR使用AI 履歷篩選工具。另一調查指出，87%企業、99% 《財富》500大企業已於招聘過程中使用AI。
🤖 AI事，AI了。AI 有何意見？
使用純文字、不用表格、使用word檔、使用標準標題等都是避免扣分的項目。然後是針對工作要求寫對應的履歷。使用AI撰寫時要求AI用專業、客觀、不浮誇的口吻。如果擔心年齡歧視，可以不寫大學畢業年份及刪除10-15年前的工作經驗。
👩🧑人類的第一反應：「索性用每個AI寫多份履歷、多次申請！」
千萬三思！現在的AI履歷篩選工具或求職者追蹤系統 (ATS) 在設計上遇到重複求職者或會將你的檔案歸類到「重複申請者（Repeated Applicant）」的系統分頁中，這個分頁 HR 基本上永遠不會打開。另外，同一公司亦不宜一次過申請多個不同領域職位，因為AI有可能會判斷你為「沒有方向」而被扣分。在求職被拒絕後，若想重新挑戰同一家公司的職位，最好相隔6個月，避開系統的冷靜期，以免被系統自動拒絕。
Recent studies show that even after 10 years of evolution and implementing various defense mechanisms, AI resume screening tools still harbor biases. Paradoxically, the best way to hack this bias turns out to be using “AI to beat AI”:
⚡ Using the Right AI Can Boost Your Shortlist Rate by 60%
A research team simulated real recruitment processes across 24 different occupations. The results revealed that if candidates used the same AI model as the employer to write their resumes, their chances of being shortlisted were 23% to 60% higher than candidates with identical qualifications who submitted manually written resumes. In other words, AI recognizes “its own kind.” Due to similarities in writing style and sentence structure, it shows a clear preference for AI-generated resumes, with this “in-group bias” being most pronounced in sales and financial accounting roles.
Admittedly, figuring out which AI an employer uses seems like a mission impossible for job seekers. However, polishing your resume with mainstream tools like ChatGPT or Claude using a standard professional tone will still cover the aesthetic standards of most Western corporate AIs. For Chinese enterprises, utilizing DeepSeek for your touch-ups might be a more fitting approach.
⚡ Who Is Using AI Resume Screening Tools?
According to surveys, 44% of HR professionals utilize AI resume screening tools. Another study indicates that 87% of all businesses and 99% of Fortune 500 companies have integrated AI into their recruitment processes.
🤖 AI Matters Solved by AI: What Does the Algorithm Suggest?
Using plain text, avoiding tables, submitting Word files (.docx), and using standard headers are all crucial to avoid losing points. Next, tailor your resume specifically to the job description. When using AI to write, instruct it to maintain a professional, objective, and fluff-free tone. If you are concerned about age discrimination, you can omit your university graduation year and remove work experience from 10–15 years ago.
👩🧑 The First Human Reaction: “Why not use every AI to write multiple resumes and apply multiple times?”
Think twice! Modern AI screening tools and Applicant Tracking Systems (ATS) are designed to flag duplicate applicants. Doing this might cause the system to automatically shunt your profile into a “Repeated Applicant” tab—a folder that HR almost never opens. Furthermore, avoid applying for multiple roles across completely different fields within the same company at once; the AI may flag you as “lacking direction” and penalize your score. If you wish to re-apply for a position at the same company after a rejection, it is best to wait at least 6 months to bypass the system’s cooling-off period and avoid an automated rejection.
參考資料 Reference:
arXiv https://arxiv.org/abs/2509.00462
Limelight Digital https://www.limelightdigital.co.uk/ai-recruitment-statistics/