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This post is based on an article I found. The text i in German. You can use the translation option in your browser. https://www.businessinsider.de/karriere/vorstellungsgespraech-kandidaten-verschicken-im-schnitt-20-bewerbungen/?tpcc=offsite_bigs_sharing_app
I need to share a frustration I believe many talented people are facing: constantly receiving rejections despite holding proven experience and certifications in key future fields like Agility, Digital Transformation, (Business) Innovation, and Artificial Intelligence (AI).
My personal strength is lateral thinking and leveraging creativity to find breakthrough solutions. I firmly believe that building and implementing effective AI systems requires an enormous amount of human creativity, context, and outside-the-box thinking.
The Keyword Trap
The problem seems to be a significant mismatch between this holistic, innovative approach and the rigid screening processes of many HR departments. My “wording” might be too diverse, and my multi-faceted skill set too unconventional for current Applicant Tracking Systems (ATS).
If your CV or cover letter doesn’t hit 100% of the keywords—often focusing only on the most rigid administrative terms—you are instantly filtered out, regardless of your actual potential to drive innovation and change. This results in a talent gap where the very people needed to lead the digital and AI revolution are being dismissed by the tools supposedly designed to find them.
A Call to HR and Hiring Managers
This is a wake-up call. We need to move beyond overly strict, keyword-focused ATS administration. The talent you need for real business innovation and navigating the complexities of AI and Digitalization is often the person whose background is diverse, whose thinking is lateral, and whose most valuable skill is creative problem-solving.
Don’t let rigid technology filter out your next innovator. True agility starts with the hiring process.
