Nothing Compares 2 U
I took this week off, but the job market didn’t.
And based on my inbox, neither did most of you.
So let’s talk about what’s actually happening out there right now because two things came across my desk this week that I think every experienced job seeker needs to hear.
The Interview AI Trap Nobody’s Talking About
I recently worked with an executive client with a advanced degree from a top university, brand-name employers, and an impressive breadth of experience. On paper, everything looked great.
She was making it to screening interviews. In this market, that’s a very significant win.
But she wasn’t converting.
When I asked how she was prepping for interviews, she told me she was using AI to generate potential interview questions. (It predicted them accurately — even in the right order.) But then she used AI to generate her answers and tweaked them to match her voice and experience.
Therein lies the problem.
AI-generated answers sound like AI-generated answers. They’re polished, generic, and completely devoid of the one thing that gets experienced executives hired: your actual story. Your specific results. The moment you turned something around, built something from scratch, or made a hard call and got it right.
No AI can generate that. And experienced interviewers can tell the difference immediately.
What HR Is Seeing on the Other Side
This connects directly with a discussion that I recently had with SHRM: the rise of "skillfishing" — candidates using AI to present skills and credentials that don't hold up once they're on the job.
Here's what you need to know: companies are actively looking for this now. HR leaders are adding non-existent skills to job postings to catch candidates who use AI to list requirements. They're bringing people in for in-person interviews earlier in the process specifically because it's harder to fake in person. They're adding skills assessments. They're slowing down hiring and involving more people in the process.
The bar for authenticity just got higher — not lower.
If you're using AI to prep, use it wisely. Sure - let it help you anticipate questions, research the company, and organize your thoughts. But when you actually show up in an interview, it needs to be you. Share your stories, your results, and your voice.
👉 Read the SHRM piece here
And If You Missed This One…
Earlier this week, I also shared my thoughts on “resume botox” with NBC News — removing graduation years, trimming early career dates, and restructuring your LinkedIn to reduce age bias in screening. If you haven’t read it yet:
👉 Read the LinkedIn post here
This market is challenging. But the candidates who are getting hired right now are the ones showing up as themselves with real stories, real results, and real preparation.
That’s what no algorithm can replicate.
As always, thank you for being part of this community.
Best -
Colleen
ps: If you're navigating this market and want expert eyes on your resume or LinkedIn, you can learn more about working together at agelesscareers.com/shop.
