The new reality in recruiting for a consultant
Objectives of this booklet
In this document, you’ll get an overview of what’s going on, but it’s essential for the long-term success of your job search
You’ll discover the deadly traps that can kill your next applications. From the moment you send the email with your resume. These are highly technical aspects of email communication that you might not even suspect, but they serve to classify and eliminate 99% of candidates.
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For a position, there are sometimes up to 1,000 applicants. Therefore, it’s important to eliminate candidates from the outset based on specific details. Therefore, selector software is the ideal tool for the recruiter not for the candidate.
If, as is currently the case, you’re not receiving any responses to your submissions, it’s due to highly technical issues related to software implemented by employers. Never explained to ordinary users like you, this is done to create a selection by eliminating 99% of responses to an advertisement without interviewing candidates!
• Never use a VPN that has highly blacklisted IP addresses, but rather proxies to get a response from HR.
• Never buy email lists; they are bribed with email traps.
• Never use bulk email software from a desktop for sending emails, because your IP address will be blacklisted.
• Constantly check your own email lists using online services.
• Build your contact lists by searching in the right places (LinkedIn and your professional website) with powerful scrapers.
• Scrape the websites of body shop agencies and check who the right consultant is.
• Send your resumes only through online services; this guarantees good reception by HR.
• Use a specific format to pass the first three automatic screenings of the recruitment department (keywords, LinkedIn/resume correspondence, your web reputation). These are automated programs that will eliminate your resume if you do not apply the criteria explained in our document and if your privacy on the internet isn’t clean.
- Be prepared to interview by avatars if you pass the static CV screening
- Understand the utilization of AI support software in recruitment after CV screening
- Understand the utilization of AI administration software for permanent evaluation
- Understand also that the HR department is able to biases the AI tools for specifics objectives in case of specific recruitment like eliminate specific candidate, (Gender, ethnicity, age, origin, country, education, language…).
IA tools which are working
- You will learn how to use the IA for crap a job and prepare your cover letter and your cv using the terminology of the Job offer. You will develop specific tools for your job search using IA (prompts)
- You will understand the traps created by IA and coming from HR department
- Improving the quality of hires and reducing bias after full analysis of the personality
- AI plays a crucial role in improving the quality of hires and reducing bias in the recruitment process. With predictive analytics and AI-powered assessments, companies can accurately identify candidates whose skills and potential best match the organization’s needs.
- Optimizing operational efficiency and candidate engagement: The adoption of AI in recruitment strategies results in significant optimization of operational efficiency. Time-consuming tasks, such as screening applications, are automated, reducing the time spent on these activities while increasing candidate engagement through meaningful and personalized interactions.
This efficiency, coupled with a rewarding and engaging candidate experience, positions the company as an employer of choice, capable of attracting and retaining the most promising talents in an increasingly competitive market.
Mirror 1
OVERVIEW OF THE DOCUMENT
- CRUCIAL POINTS TO ANALYZE SINCE YOUR RESUME SUBMISSIONS ARE NO LONGER BEING RESPONDED TO YOU
- 1. Why do you send hundreds of resumes when you never receive a single response to your emails?
- 2. Why shouldn’t your IP address be blacklisted because you lose all your visibility to potential employers?
- 3. How can you re-whitelist your IP address and regain your credibility?
- 4. Why is it necessary to use a specific CV Builder to bypass automatic pre-screening software that separates “good” candidates from “bad” ones?
- 5. The importance of a complete CV landing page to document your resume for your HR contacts and future employers?
- 6. Why never use a VPN, but rather proxies?
- 7. Why is software that checks emails or sends bulk emails from your computer actually very complicated to configure to avoid being blacklisted?
- 8. Why sending out bulk resumes using carbon copies and blind carbon copies from Yahoo, Hotmail, Gmail, and other web-based services will make you disappear forever when looking for a new job.
- 9. Why, even if you have your own landing page, should you configure it with SPF, DKIM, and DMARC to use a dedicated email address for the site?
- 10. Why is it better to invest a little money in verifying email lists and sending out bulk resumes for peace of mind?
- 11. Do you know what is the use of a static selection software in recruitment?
- 12. Any idea about software’s detecting emotions and body languages and why it’s so important to know software using avatars for first interview?
- 13 The use of IA for selection of candidates, website with permanents evaluations during all your interview
- 14. How the new software’s for Human resources are working for calibrate emotions, attitudes & body language, willingness & reactivity of the candidates for a job
- 15. With the use of AI, understand how the HR department can Biase a recruitment for only select Candidates which are with a specific profile elected by company criteria. or management decision. Even if they do not Respect the IA act (Europa)
- 16. how the company can spy you using the IA resources specific to HR department
- 17. how to use the IA for scrap job offer
- 18. example of good prompts
- 19.Directories of AI classified by use and free or to pay
- 20. Your own conclusion
The Project Manager
Louis Matarese is a brilliant security software engineer. He has developed numerous anti-spam software’s and programs for large companies (banks, strategic companies) in Europe, USA and Middle East. He has developed new communications systems to put an entire company in the cloud, especially through modularization that allows the company to be protected from spamming. He developed also 2 powerful
Spammer killers. both are sending the spammers to definitive cybernetic cemetery! Majors’ companies are using the experience of Louis. Both we are retired now and we can explain a lot of tricks in the use of HR processes. Louis is our technical advisor for support job seekers worldwide explaining the strategies of the companies for develop now a system of static selection of candidates by filters and through AI and Avatars. Using some very sophisticated technologies, He developed software’s able to calibrate, emotions, attitudes & body language, willingness & reactivity of the candidates for a job paramotoring the avatars to each type of job. All is done during the first interview!
Objectives of this booklet
In this document, you’ll get an overview of what’s going on, but it’s essential for the long-term success of your job search
You’ll discover the deadly traps that can kill your next applications. From the moment you send the email with your resume. These are highly technical aspects of email communication that you might not even suspect, but they serve to classify and eliminate 99% of candidates.
For a position, there are sometimes up to 1,000 applicants. Therefore, it’s important to eliminate candidates from the outset based on specific details. Therefore, selector software is the ideal tool for the recruiter not for the candidate.
If, as is currently the case, you’re not receiving any responses to your submissions, it’s due to highly technical issues related to software implemented by employers. Never explained to ordinary users like you, this is done to create a selection by eliminating 99% of responses to an advertisement without interviewing candidates!
• Never use a VPN that has highly blacklisted IP addresses, but rather proxies to get a response from HR.
• Never buy email lists; they are bribed with email traps.
• Never use bulk email software from a desktop for sending emails, because your IP address will be blacklisted.
• Constantly check your own email lists using online services.
• Build your contact lists by searching in the right places (LinkedIn and your professional website) with powerful scrapers.
• Scrape the websites of body shop agencies and check who the right consultant is.
• Send your resumes only through online services; this guarantees good reception by HR.
• Use a specific format to pass the first three automatic screenings of the recruitment department (keywords, LinkedIn/resume correspondence, your web reputation). These are automated programs that will eliminate your resume if you do not apply the criteria explained in our document and if your privacy on the internet isn’t clean.
- Be prepared to interview by avatars if you pass the static CV screening
- Understand the utilization of AI support software in recruitment after CV screening
- Understand the utilization of AI administration software for permanent evaluation
- Understand also that the HR department is able to biases the AI tools for specifics objectives in case of specific recruitment like eliminate specific candidate, (Gender, ethnicity, age, origin, country, education, language…).
IA tools which are working
- You will learn how to use the IA for crap a job and prepare your cover letter and your cv using the terminology of the Job offer. You will develop specific tools for your job search using IA (prompts)
- You will understand the traps created by IA and coming from HR department
- Improving the quality of hires and reducing bias after full analysis of the personality
- AI plays a crucial role in improving the quality of hires and reducing bias in the recruitment process. With predictive analytics and AI-powered assessments, companies can accurately identify candidates whose skills and potential best match the organization’s needs.
- Optimizing operational efficiency and candidate engagement: The adoption of AI in recruitment strategies results in significant optimization of operational efficiency. Time-consuming tasks, such as screening applications, are automated, reducing the time spent on these activities while increasing candidate engagement through meaningful and personalized interactions.
This efficiency, coupled with a rewarding and engaging candidate experience, positions the company as an employer of choice, capable of attracting and retaining the most promising talents in an increasingly competitive market.
Disclaimer
The information provided in this document about the use of Artificial Intelligence (AI) in recruiting is for general informational purposes only. While every effort has been made to ensure the accuracy and reliability of the content, this document does not constitute legal, professional, or financial advice.
The use of AI in recruiting involves complex ethical, legal, and technical considerations that may vary by jurisdiction and specific organizational context. Users of this document should conduct their own due diligence and consult with qualified professionals before implementing AI technologies in their recruitment processes.
The author and publisher disclaim any liability for decisions made or actions taken based on the information contained herein. AI tools and methodologies described are continually evolving, and the reader should stay informed about the latest developments and regulatory requirements.
Conclusions of the team in charge to prepare this booklet
The warning you mention about not taking time to read a booklet and ending up in a reality like Orwell’s 1984 relates to the serious risks posed by unchecked AI and surveillance technologies today. Orwell’s 1984 depicts a totalitarian regime that controls truth, history, and even thought through constant surveillance, propaganda, and language manipulation called Newspeak, which limits free thought and autonomy.
Modern AI parallels this dystopia by enabling pervasive surveillance, manipulating information, and influencing human behavior subtly but powerfully. AI systems can track individuals extensively, curate content to create echo chambers, and even generate misinformation like deepfakes, threatening privacy, autonomy, and democracy. This creates a risk that, without vigilance and critical engagement, society could drift toward Orwellian control where machines and algorithms dominate truth and thought.
However, AI also holds promise if used responsibly-advancing medicine, education, and environmental protection while fostering critical thinking to resist misinformation and manipulation. The key is to actively understand and regulate AI, rather than passively accept its influence. Ignoring this need risks letting AI become the “machine” that always wins, eroding freedom as in 1984.
In short, reading and understanding these issues is crucial to prevent an Orwellian future dominated by AI surveillance and control. The choice to engage thoughtfully with AI technology is a defense against becoming trapped in a dystopia where “the machine AI wins.”
AI-driven personality assessments show promising but still limited reliability and validity compared to traditional self-report tests. Studies find that AI-inferred personality scores have:
Acceptable reliability and a factor structure comparable to traditional Big Five questionnaires, meaning AI can consistently measure personality traits in a similar pattern. Good convergent validity (alignment with traditional measures on the same traits) but weaker discriminant validity, making it harder for AI to clearly distinguish between different traits like Agreeableness and Neuroticism.
Lower criterion-related validity, meaning AI scores are less effective than traditional tests at predicting real-world outcomes such as job performance or education level. Some incremental validity, where AI adds modest predictive value beyond self-reports in certain contexts, but this is inconsistent.
A key advantage is that AI assessments are less susceptible to social desirability bias, reducing response distortion common in self-report questionnaires. Overall, AI personality tools can complement traditional methods by offering scalable, less biased, and faster assessments, but they are not yet as psychometrically robust or predictive as established self-report instruments. Ongoing research and methodological improvements are needed before AI-driven assessments can fully replace traditional personality tests
AI personality analysis tools are often considered unfair for several key reasons:
Bias and Discrimination: AI models can inherit biases from their training data, leading to unfair outcomes. For example, if the data reflects historical prejudices, the AI may discriminate against certain groups based on gender, race, or mental health conditions like depression or anxiety, labeling them as poor fits despite their actual capabilities.
Lack of Transparency (“Black-Box” Problem): Many AI personality tools use opaque algorithms, making it unclear how decisions are made. Without understanding the factors influencing results, assessments can be unreliable and unethical, especially in hiring contexts.
Privacy Concerns: These tools collect sensitive personal data, raising questions about who accesses this information and how securely it is stored. Users may not fully understand or consent to how their data is used, risking misuse or exploitation.
Questionable Reliability: Traditional personality tests themselves can be inaccurate or based on stereotypes, and AI systems built on these foundations may perpetuate these flaws, leading to misleading or unfair assessments.
Risk of Misuse: AI-generated personality profiles can be exploited for discriminatory hiring, marketing, or other decisions without explicit consent, exacerbating unfair treatment.
In summary, AI personality analysis tools can be unfair because they may reinforce biases, lack transparency, threaten privacy, rely on flawed data, and can be misused in ways that harm individuals
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