The recruitment landscape is changing rapidly, driven by artificial intelligence (AI) and a continuing emphasis on D&I for non-profit organisations, resulting in a change to the way they attract, assess and hire talent.
The traditional method of sending a CV or completing a lengthy application form are being rapidly replaced with additional requirements and more rigorous interview processes designed to better assess job seekers.
If you are currently seeking a new role within the non-profit sector, here is what you need to know.
More than just a CV
Traditionally, job applications required a CV and a supporting cover letter, however more employers are now replacing the cover letter with role specific questions, designed to uncover more than just your suitability based on experience. These questions also aim to assess your values alignment, and whether you’d be a good cultural ‘add’ to the organisation, with an appreciation of their working environment.
Although this shift was primarily being driven due to employers seeking a more inclusive application process, this approach is now being supercharged due to the rise of AI use by job seekers which is resulting in a significant increase in the number of job applications employers are receiving. Employers want to hear your story, authentic human experiences that demonstrate your skills and ability as well as how your values and passion align with their mission.
Top tip: Tell your story authentically, in your own words and back it all up with evidence.
Interview preparation
At TPP we have seen a growing number of employers now sharing (some) interview questions in advance, supporting D&I by helping job seekers prepare ahead of the interview more thoroughly. This also serves to reduce anxiety and make interviews fairer. However, we are also now receiving feedback from employers that these prepared for questions are more scripted, less personalised and lacking in depth and detail, which can be indicators of disproportionate and incorrect use of AI for interview preparation. Expect therefore, that employers will be asking more probing questions and will want to extract detail and evidence from you where needed.
Top tip: Use AI to support and help but don’t let it speak for you.
Face-to-face interviews are making a comeback
While virtual interviews remain popular, especially for shorter term roles and the initial interview stages, more employers are conducting face-to-face interviews at the final stage. These in-person meetings allow for stronger rapport building, a deeper assessment of suitability and, increasingly, this will also serve to mitigate AI-related identity risks.
Top tip: Be prepared to meet in person and make it count.
A rise in testing, tasks and presentations
Many organisations are incorporating psychometric assessments, presentations and skills-based tasks into the recruitment process to ensure fair and objective hiring. These assessments can help employers evaluate how you think, solve problems and communicate. They are also being used as a way of gaining deeper insight into suitable traits and behaviours or skill competencies in a much more practical way.
Top tip: Be ready to show, not just tell.
At TPP Recruitment we are committed to supporting our job seekers to help deliver a strong application and interview. Whether you are looking for a role within the non-profit or public sector, understanding how AI and D&I are shaping recruitment will help you present the best possible application.
To explore our latest opportunities or speak to a member of the team about your job search, visit our website.
