Index

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.

IA tools which are working

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

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.

IA tools which are working

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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