AI has become a major player in the hiring process. From resume scanning to shortlisting candidates, many companies now rely on automated systems and algorithms to screen applications. For job seekers, this often means your resume is read by a machine before it’s ever seen by a human.
While AI offers speed and consistency, there’s a growing concern about hidden bias, unseen patterns in the technology that can lead to unfair filtering of candidates.
Let’s take a closer look at how this happens, and how you can protect yourself as a job seeker.
What Is AI Resume Screening?
AI screening tools, also known as Applicant Tracking Systems (ATS), analyze your resume using machine learning models and keyword matching. They rank candidates based on how closely their experience and skills match the job description.
Sounds objective, right? In theory, yes. But in practice, bias can sneak in at many stages.
How Does AI Become Biased?
Here are some ways bias can enter the process:
1. Biased Training Data
AI systems learn from historical hiring data. If that data includes biased decisions, such as favoring certain universities, nationalities, or genders, the AI can replicate those same patterns, unintentionally filtering out diverse talent.
2. Over-Reliance on Keywords
Resumes that don’t match exact keywords may be excluded, even if the applicant has the right experience. This tends to favor people who know how to “write for the bot” rather than those with genuine potential.
3. Bias in Resume Templates
Certain resume styles or formats, especially overly creative or infographic resumes, can confuse ATS systems. But many job seekers, especially creatives or newcomers, prefer these styles.
4. Geographic or Language Bias
AI might prioritize candidates based on location or language style. Resumes written in American or British English may score higher than those with different grammatical structure, even when written by fluent, capable professionals.
5. Name or Photo Discrimination
Some systems unintentionally flag names or personal data that differ from the dominant profile in the training data. While unethical, this type of bias has been observed in real-world systems.
How to Protect Yourself as a Job Seeker
Here are some strategies to increase your chances of being fairly evaluated:
Use a Clean, ATS-Friendly Format
Avoid charts, tables, and fancy designs. Stick to standard fonts and layouts. Save your resume as a Word document or PDF without complex formatting.
Mirror the Job Description
Use the same phrases or terms mentioned in the job post, especially for technical roles. If the job description says “project coordination,” avoid writing only “project management.”
Highlight Skills Early
Put critical skills and qualifications near the top of your resume. Don’t hide key details in a long paragraph.
Be Strategic with Location and Contact Info
If you're applying internationally, make sure your location doesn’t disqualify you. Consider using a local number if possible, or stating “Willing to relocate to Dubai/Qatar/etc.” if that’s true.
Avoid Including a Photo Unless Required
Many ATS systems don’t process images well. A photo might interfere with parsing and lower your score, even if unintentionally.
The Human Element Still Matters
Despite the rise of AI, most companies still include a human step in the hiring process, especially in the Gulf where recruitment teams review shortlisted resumes manually.
That means:
Your resume still needs to be visually appealing to a real person.
Cover letters, LinkedIn profiles, and personal referrals still hold power.
Don’t rely only on online applications, networking can bypass the AI filter altogether.
AI in recruitment is here to stay, but it’s far from perfect. While it promises fairness and efficiency, hidden biases remain a real concern, especially for international applicants, freshers, and professionals with non-traditional backgrounds.
Understanding how AI works helps you adapt your application and increase your chances. But it also reminds us that human oversight is still essential in making hiring fair and inclusive.
As a job seeker, don’t just write for the algorithm, write for the person who might read your story next.
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