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The shift from qualitative to quantitative hiring through AI software and the significance of human connections

a statue of a person with his hands on his knees
Photo by K. Mitch Hodge on Unsplash

When I landed my first serious job as a graphic designer in 2010, I only possessed half of the primary qualifications outlined in the job listing.

They were seeking someone with 3–5 years of experience and a bachelor’s degree. I only had two years of experience and was still working on my degree.

Regardless of my missing requirements, I applied anyway because I was confident I had the skills and felt I was a good fit for the role.

I not only got the interview, I landed the job.

I worked at that company for nearly 13 years, eventually becoming Creative Director and helping them evolve into a highly successful business.

This scenario is not just my story — this was a common experience shared by many not long ago.

Fast forward a decade, and the job market has drastically transformed. Nowadays, searching for a career tends to deflate confidence instead of boosting it.

Over the years, I’ve heard of folks having a tough time getting hired. I chalked it up to the typical reasons, such as missing skills or a lackluster resume and portfolio. Or in some cases, over-qualification and even ageism if you were on the more seasoned side of the fence.

However, my tune dramatically changed when I was job searching just a few months ago.

My new story is also like many others. I sent out dozens of resumes and carefully crafted cover letters. And, to my genuine surprise, crickets.

For context, I’m a seasoned creative professional with 15 years of real-world experience under my belt. I have led numerous design teams and launched dozens of successful design campaigns and initiatives.

Beyond my proven design qualifications, I am also a capable front-end developer, UX practitioner, and digital marketer. I like to think I have my bases covered when the inevitable “bonus skill” pops up on a job posting.

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