Author: Shravani

The hiring process is evolving faster than ever—and Artificial Intelligence (AI) is at the centre of this change. From automated resume screening to video interviews powered by machine learning, AI is no longer a futuristic concept. It’s here and changing how companies attract, assess, and hire talent.

If you’re job hunting or working in recruitment, knowing how AI is revolutionizing the recruitment process in 2025 can make you flexible, prepared, and ahead of the curve.

AI in Hiring: What’s Happening Right Now

AI in the hiring process isn’t just about scanning resumes anymore. Companies now use AI recruitment tools, from creating job descriptions to evaluating candidates’ body language in video interviews. These tools can be used to save time, automate manual screening, and enable more data-driven decisions.

For instance, applications such as HireVue and Pymetrics utilize AI to carry out initial rounds of interviews, measure tone and facial responses, and forecast job fit. Applicant Tracking Systems (ATS), which frequently are driven by AI, can pre-filter thousands of resumes and list only those with fitting keywords or qualifications. This means your resume gets to be viewed in the first place solely due to AI.

Benefits of Using AI in Recruitment

One of the greatest benefits of AI is speed. Traditional hiring takes weeks or months. AI-powered platforms save time-to-hire by streamlining repetitive tasks such as resume screening and candidate matching. For recruiters, this translates to less paperwork time and more time spent on high-quality interactions.

AI can also improve candidate experience. Some platforms use chatbots to guide applicants through hiring, answer questions in real time, and schedule interviews—creating a smoother experience for job seekers. Many job seekers don’t even realise that AI powers the friendly chatbot they’re talking to.

Another benefit is consistency. Unlike human recruiters, AI systems don’t get tired or distracted. They apply the same screening criteria across all applications, which can reduce unintentional bias and ensure that each candidate is evaluated fairly—at least in theory.

Where AI May Fall Short: The Problem of Bias

While it’s got its strengths, hiring AI isn’t without problems. One of the largest is algorithmic bias. If data that an AI system is trained on contains biased patterns—such as preferring candidates who come from certain backgrounds, universities, or areas—then the AI can replicate and even amplify those biases.

A famous case involved an AI hiring tool developed by Amazon that unintentionally penalised resumes containing the word “women” or references to female-specific activities. The system had learned from past hiring patterns that showed a male preference in engineering roles.

This example shows why it’s essential to combine AI with human oversight. While AI helps speed up hiring, humans must review final decisions and monitor algorithms to ensure fairness.

How Candidates Can Prepare for AI-Driven Hiring

If you’re applying for jobs in 2025, your first screening is through AI. To improve your chances of success, tailor your resume with the keywords from the job description. Use a clean, ATS-friendly layout without images, tables, or fancy fonts that may confuse automated systems.

When preparing for interviews, understand that some platforms will analyse your voice tone, facial expressions, and body language. Practice clear, confident communication—even in one-way video interviews where no human is on the other end.

And most importantly, focus on clarity. Whether it’s your resume or answers, clarity helps humans and machines understand your strengths.

Wondering how to showcase your achievements in a resume? Read our blog to know more

What This Means for Recruiters

For recruiters, AI is a strong ally. It can accelerate the process of hiring, minimize mundane tasks, and enhance decision-making. But it shouldn’t displace human judgment. The most effective recruitment results occur when AI augments—not replaces—human touch, empathy, and ethical guidance.

Recruiters must also remain abreast of the most current tools and trends. AI recruitment software keeps changing, and old methods might result in lost opportunities or compliance issues. In the long term, embracing AI responsibly can assist in creating stronger, more diverse hiring approaches.

AI is here to stay in recruitment. It’s already altering the way businesses source, assess, and hire talent. Although it offers unprecedented efficiency and promise, it introduces new challenges—particularly in terms of fairness and transparency.

Whether you’re a job candidate or an employer, being aware of how AI influences the hiring process will make you a more informed decision-maker. The trick is to leverage technology’s advantages while still keeping the human component that hiring ultimately hinges on.

Want to get ahead in today’s AI-driven hiring world? Use Salahkart to build AI-friendly resumes that pass ATS scans, use job-relevant keywords, and help you get noticed—by both algorithms and recruiters.

Start building your future-ready resume today on Salahkart.

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If recruiters only glance at a resume for a few seconds, how do you make yours stand out? An killer resume design can be the differentiator between getting noticed or going unnoticed. These ten tried-and-tested tricks increase readability, clear ATS filters, and capture recruiter eyeballs in an instant.

1. Keep It Simple and Clean

Simple design is crucial. Steer clear of complex templates with images or dual columns that tend to confuse applicant tracking systems (ATS) as well as recruiters. One-column designs in plain black and white enhance readibility and guarantee cross-device compatibility.

2. Make the Top Section Count

The top third of your resume is where a recruiter’s attention starts. Place your name, contact information, and a compelling two-sentence summary here with keywords pulled from the job posting. Employ numerals for accomplishments to pop visually.

3. Use Consistent Fonts and Sizes

Keep to clear fonts such as Arial, Calibri, or Helvetica in 10–12pt for body text and slightly bigger for titles. Standardized formatting increases professional look and readability.

4. Align Text for Easy Scanning

Left-justify all text, and right-justify dates and places to establish visual contrast. Do not use justification, which can introduce unbalanced spacing and slow reading.

5. Embrace White Space

Generous margins (around one inch) and clear spacing between sections help break up the layout and improve scanability. White space lets the eye rest and guides the reader smoothly down the page.

6. Use Bold Headers and Sub-headers

Distinct section headings — like “Work Experience,” “Education,” and “Skills” — should be bold or larger in size. This hierarchy directs attention to key areas quickly and makes skimming a breeze.

7. Choose Color Sparingly

Understated utilization of one or two subdued colors, like navy or dark green, can serve to make standout sections stand out without overwhelming the content. Steer clear of glitzy graphics that can divert or compromise ATS compatibility.

8. Quantify Achievements Early

Use bullet points near the top that start with action verbs and include metrics. For example: “Increased sales by 25% in six months.” Studies show resumes with numeric results are more likely to stand out.

9. Incorporate Relevant Keywords

Recruiters and ATS scan for industry-specific terms. Mirror the job description with exact keywords (including both spelled out and acronyms). Proper headings like “Skills” or “Certifications” help with ATS parsing.

10. Test ATS Compatibility

Avoid headers, footers, tables, or icons that ATS tools struggle with. Save your resume in an ATS-friendly format such as .docx or PDF (depending on employer preference). You can also check your resume with online ATS tools to ensure it gets through the filters.

Why These Tricks Work

Recruiters take less than ten seconds on the first glances. A well-organized, clean resume with obvious headings and measurable outcomes catches attention immediately. At the same time, ATS-compliant formats make sure your resume is not screened out before a human eye comes across it.

Final Thoughts

Seize each second. Use these ten layout secrets to produce a resume that grabs attention on first read, reads smoothly for hiring managers, and clears ATS software. A well-designed resume won’t get you the job, but it will get you noticed.

Ready to build an eye-catching, ATS-optimized resume in minutes? Try Salahkart’s free resume builder. Use our clean, customizable templates and layout tools to grab recruiter attention from the first five seconds. Start now at Salahkart.com.

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When a candidate walks into an interview room, decisions are often already unfolding in the first 120 seconds. This isn’t just anecdotal—it’s backed by psychological and hiring research. Let’s explore how early impressions shape outcomes, why they matter so much, and how to make those first two minutes count.

Snap Judgments and “Thin Slicing”

Our brain forms quick impressions based on facial expressions, posture, tone, and attire—sometimes in less than a second. Psychologists call this thin slicing, the ability to extract significant impressions from small snippets of behavior. Studies suggest that within the first ten seconds of an interview, managers form strong judgments that heavily influence the rest of the conversation. These snap judgments then guide whether the interviewer seeks to confirm a positive or negative view of the candidate.

The Power and Pitfalls of First Impressions

While early impressions can be powerful, they often rely on unconscious biases. Sometimes, a candidate may be falsely judged as confident—if they are extroverted, well-dressed, or articulate. Other times, they are unfairly dismissed due to cultural barriers or day-of nerves. Research by the University of Michigan found that unstructured interviews barely outperform a coin flip at predicting job performance. The correlation between unstructured interviews and actual job success is often around 0.1, versus more reliable methods like GPA or past work performance scoring 0.4 to 0.5.

Why Interviewers Decide So Fast

Surveys show that over half of hiring managers form an opinion about a candidate within the first five minutes—and eight percent make a judgment before half an hour is even up. In the first two minutes, multiple cues are processed: handshake warmth, posture, eye contact, and appearance. If any of these seem off—such as inappropriate attire, lack of enthusiasm, or avoiding eye contact—the interviewer may mentally cross the applicant off the list early on.

Common Early Red Flags

Many candidates unknowingly trigger rejection signals early in the interview. According to CareerBuilder, common reasons include poor body language and lack of awareness about the company. Other reasons include arrogance, or even checking their phone during the conversation. Another study highlighted that 60% of rejections occur due to non-verbal cues such as tardiness, weak handshakes, or disharmony with the company culture. These issues derail the interview before a candidate even speaks about their skills.

Can Recovery Be Possible?

Despite these quick judgments, interviews aren’t over before they’ve begun. According to The Interview Guys, around 70% of hiring decisions are made after the first five minutes. This means that while initial impressions are powerful, candidates can still turn things around. If the first minute was rocky, establishing rapport can help. Moreover, providing clear answers, or displaying enthusiasm later can still soften early negative judgments.

How to Make a Strong Start

Preparation is key. Arrive early and composed, dressed in appropriate attire, and with a firm handshake. Maintain eye contact and a confident posture to signal engagement. A quick introduction with a rehearsed but natural answer to “Tell me about yourself” helps set an immediate positive tone. Do your research on the company—if you mention a recent achievement or align your goals with their mission, the interviewer knows you’ve done your homework. Finally, active listening and steady communication throughout the interview help maintain a favorable impression.

Another way to make a good first impression? Know when to use a CV and when to use a Resume.

Structured Interviews Can Level the Field

To reduce bias and snap judgments, many companies are shifting toward structured interviews. Here, each candidate answers the same set of questions, scored on objective criteria. Structured interviews helps reduce subconscious biases and ensures a fairer evaluation. As a candidate, being aware of structured interviews can help you prepare concise, consistent responses using clear examples from your experience or academia.

Final Thoughts

Yes, most interview decisions begin within the first two minutes due to rapid cognition and thin slicing. But that doesn’t mean you’re doomed if your start isn’t perfect. Many hiring decisions take shape after deeper conversation. The key lies in preparing, staying mindful, and recovering swiftly if early moments don’t go your way. Always remember: the first minute matters, but the next twenty can reshape the outcome.

If you want to build confidence from the first handshake and nail these critical first minutes, Salahkart can help. Our resume builder integrates concise self-introduction templates. Try Salahkart to prepare smarter, present better, and increase your chances of succeeding in those crucial opening moments. Start crafting your winning resume and interview strategy at Salahkart.com.

Looking for a job or internship? If yes, you’ve probably come across the terms resume and CV. Many companies use these words interchangeably, but they are actually quite different. Understanding when to use a resume and when to use a CV is important—especially if you’re a student, a fresher, or a working professional applying for roles in India or abroad.

In this blog, you’ll learn the key differences between a resume and a CV, how to choose the right one for your career stage, and why picking the correct format can help improve your chances of getting shortlisted.

Resume: What is it?

A resume is a short, focused document. It lists down the most important skills, education and work experience you have. A resume is often one to two pages long and focuses on what matters most for the specific job you’re applying to. Recruiters often prefer resumes because they allow them to quickly scan and understand a candidate’s qualifications.

Unlike a CV, a resume is not a complete record of everything you’ve done. Instead, it shows the information that is most useful for that particular job. What does that mean? It means you should tailor your resume for each application. The document should include keywords, skills, and experiences that match the job description. Resumes are commonly used for private-sector jobs, internships, startup roles, and campus placements.

CV: What is it?

CV stands for “Curriculum Vitae,” which is Latin for “course of life.” As the name suggests, a CV is a much more detailed document. It includes your entire academic and professional history. A typical CV is longer than two pages and includes information such as educational qualifications, research work, publications, awards, conferences attended, teaching experience, and more.

CVs are mostly used for academic positions, research fellowships, government jobs, or scholarships. In these cases, employers need to see a full record of your achievements, not just selected highlights. Unlike resumes, CVs are usually not customized for every job. They stay mostly the same and are updated over time with new accomplishments.

What is the difference between a CV and a Resume?

The main difference between a resume and a CV is the length and depth of the content. A resume is brief and focused, while a CV is longer and more detailed. A resume shows the relevant skills and experiences you have for a specific job. A CV provides a complete picture of your academic and professional journey. It is often used in academic or formal hiring settings.

Another major difference is that resumes are job-specific and tailored for each application. Contrastingly, CVs tend to be static and comprehensive. While resumes are more common in countries like India, the United States, and Canada, CVs are often preferred in Europe, the UK, and some research-based roles worldwide.

When Should You Use a Resume?

You should use a resume when applying for most jobs in the private sector. This includes roles in companies, startups, multinational corporations, and internships. Employers in these industries prefer short and relevant documents that allow them to make quick hiring decisions.

A resume is also the right choice for freshers who are applying for their first job after college or looking for internships. Since freshers often don’t have much work experience, resumes allow them to highlight their strengths such as academic projects, certifications, internships, and soft skills in a clean and professional format.

When Should You Use a CV?

A CV should be used when applying for academic positions, government roles, or research-based opportunities. If you’re applying for a job as a professor, research assistant, or fellow, or if you’re submitting an application for a PhD or a grant, a CV is the correct choice.

CVs are also common in some international contexts. For example, companies and universities in the UK, Germany, or the Middle East often expect a CV instead of a resume. If the job description clearly mentions “Curriculum Vitae” or asks for a detailed academic or career history, it’s best to send a CV.

What Should Freshers Use—Resume or CV?

If you’re a fresher entering the job market for the first time, you should almost always use a resume. Most entry-level roles in companies, internships, or campus placements require short, focused documents that quickly explain what you can offer as a candidate. A well-made resume helps you stand out, even with limited experience.

However, if you’re a student applying for a research internship, an academic position, or a postgraduate program that asks for detailed academic work, then a CV would be more suitable. It’s important to read the job description carefully to know which one is expected.

How Salahkart Makes It Easy to Build Both

On Salahkart, you can easily build both resumes and CVs depending on your needs. The platform allows you to choose your preferred format, whether you’re applying for a job in a startup or submitting an academic application. You can duplicate your resume to create multiple job-specific versions without starting from scratch. Salahkart also offers clean, professional templates that are easy to edit and ATS-friendly. This ensures that your document gets noticed by recruiters and hiring systems alike.

Final Thoughts

Knowing the difference between a resume and CV can help you save time. Also, it can help make a better impression during your job search. Remember, a resume is short and focused. However, a CV is like a professional story of your life. It is also used for academic hiring processes. If you are confused about choosing the right one, just think about the role and country where you are applying. Also, ensure to look at the job description and see what the recruiters want. Sending the right document, can increase your chances of getting hired.

If you’re ready to create a resume or CV that actually works, try Salahkart’s free online resume builder. It’s simple, fast, and built for job seekers like you. Start now and create a professional, recruiter-ready document in minutes at Salahkart.com.