Written by Kimberly Silva, Senior R&D Consultant
According to Capterra’s 2024 survey, 26% of job seekers use AI to mass auto-apply to open positions. This trend aligns with LinkedIn’s recent report showing that the platform processes over 11,000 applications per minute — a 45% increase since 2024. While some might argue this is a brilliant display of efficiency, others say that when it comes to AI and hiring, candidates using it to create applications and instantly apply to thousands of jobs is inauthentic and lazy. Regardless of your stance, it is an interesting new twist on the way candidates engage with the job market that warrants our attention.
Using AI in the application process
Candidates can now use AI to automate nearly every step of the application process — from finding open positions to submitting CVs and even negotiating a salary. Some candidates build custom auto-apply tools using scrapers, skill-matching algorithms, and editors; others pay providers to do it for them. These systems will scan hundreds of job boards, match roles to a candidate’s profile, complete applications, and submit them in seconds turning a once time-consuming and labourious task into a nearly effortless step towards employment.
When working with a paid provider, like AIApply or Apply Sloth, the process is simple: create a job profile with your credentials and work preferences then let the provider do the rest. Using AI, most providers will identify relevant roles, populate generic fields, and generate CVs and cover letters tailored to each position and employer. This helps ensure application materials bypass screening systems and reach human recruiters. Providers – who typically offer subscription-based plans that vary in cost and associated services – may also offer interview preparation services such as mock interviews, coaching for behavioural questions, translation services, centralised dashboards for tracking application status, and AI-driven guidance for salary negotiations.
Why candidates use AI in the application process
While it’s important to understand how candidates are using AI in hiring and recruiting and the application process in general, it’s equally important to explore why.
- A primary driver is search fatigue when job hunting. It takes about 23 minutes and 51 clicks to complete one application. According to Indeed, job seekers should “aim to apply for 10-15 jobs every week.” With the most common length of unemployment in the U.K. around six months, a person might spend, over 80 hours minimally filling out applications before landing a job. AI can significantly streamline this process by expediting and simplifying the most repetitive and demanding tasks.
- Another key factor is low response rate. In 2020, Andrew Seaman posted a poll on LinkedIn asking people if they’ve ever been “ghosted” by a company. Seaman received more than 2,500 responses in three days. 93% of respondents said that a company has either failed to respond to their application or abruptly cut off contact without explanation, even after the prospective employer reached out for more information or an interview.
In a separate study, Pandey found that the average response rate on popular platforms like LinkedIn and Indeed is between 3% – 25%, meaning most people will never hear back from a prospective employer. Alarmingly low response rates may have led to a shift in candidates’ mindsets. Rather than investing significant effort into each application, they let AI do the bulk of the work and save their efforts for later stages of the hiring process. - There is also a growing sense of reciprocity. As companies increasingly automate their own hiring processes — using AI to screen CVs, conduct interviews, and send communications — candidates are responding in kind. Many feel that if an employer can rely on AI in some capacity, it’s only fair that they do the same. Some people even see it as a way to reclaim some balance in a system that is rapidly becoming more impersonal and bureaucratic.
Additional motivators for candidates to use AI in hiring and recruiting processes include the need to vet listings for legitimacy, optimise application materials, and compete with other candidates who may also be using AI to enhance and scale their efforts.
The problem with AI in hiring and recruiting
While artificial intelligence is simplifying the application process for job seekers, it’s also creating new challenges for employers when it comes to AI and hiring.
- One such issue is the sheer volume of applications. Companies may receive hundreds, even thousands, of applications for a single job posting – many of which are poorly matched or unqualified for the role. This avalanche of applications creates significant work for recruiters, slowing down time-to-hire and increasing the likelihood of overlooking qualified candidates.
- Beyond volume, there’s growing concern around the ability to identify genuine skills, candidate fit, and interest. Recruiters say it’s become more difficult to tell if a candidate is truly qualified for a role, or if AI filled in the gaps in their CV with keywords from the job posting and company website. Further, recruiters are struggling to distinguish strong candidates from the crowd, as many applications read eerily alike.
- There’s also concern regarding fairness. If access to advanced AI tools is limited to the people who can afford them, then those with greater financial means could be more likely to secure employment. Ultimately, this could segment the labour market and exacerbate social inequalities. Moreover, some employers see candidates’ use of AI as an issue of integrity and grounds for rejection, going as far as to associate it with cheating. In a survey by CV Genius, 74% of hiring managers claim they can tell when a cover letter is AI-generated and 57% say they would likely reject a candidate that used AI to generate content.
The benefits of AI in hiring and recruiting
It’s important to note that not all companies view AI assistance negatively. In fact, some actively encourage it, especially for more repetitive tasks. For example, Sebastian Dettmers, CEO of The Stepstone Group, supports AI in hiring processes as long as it helps candidates show the best version of themselves. Still, many draw the line at using AI to fabricate skills, complete assessments, or auto-apply to jobs for which they are unqualified.
Other advocates of AI in hiring and recruiting point to the potential upsides for employers, especially in terms of visibility. For lesser-known companies, those hiring for niche roles, or those needing to fill many roles, AI tools could boost exposure and bring in candidates who might not have otherwise discovered the posting, helping to fill positions faster and more efficiently. A second upside is the opportunity for organisations to strengthen their employer brand so they attract true interest and refocus their attention on skills and abilities, rather than strict credentials. In the long run, these changes could lead to better hiring decisions and outcomes.
Advice for navigating AI use
As AI becomes more integrated into the job application process, both candidates and companies have a responsibility to use it thoughtfully and understand its impact on the other party. The more complex and time-consuming the application process becomes, the more candidates will rely on AI to keep up. Conversely, the more candidates lean on AI, the greater the pressure on recruiters and hiring teams to adapt their methods. Mutual awareness, transparency, and intentional use can help to create a process that’s fair, effective, and human-centred.
Advice for candidates
Treat AI as a starting point
Use AI to brainstorm ideas or structure your application, but always rewrite it in your own words to reflect your style, tone, and personality. Share your specific achievements and highlight what makes you unique and the best fit for the job.
Verify accuracy
Don’t blindly trust AI to apply to every role as it can produce incorrect information about your skills, experiences, or the company. Double check everything before submitting your application.
Be selective about where you apply
Let AI help you identify relevant roles, but don’t outsource your decision-making. No algorithm knows you better than you know yourself. Research the role, company, and culture to ensure it’s a place you’d like to be.
Respect company boundaries
If a company prohibits the use of AI, follow the rules. If asked whether you used AI to apply, be honest. This is an opportunity to show integrity and demonstrate your understanding of modern technology.
Advice for companies
Approach AI use with empathy
Before dismissing an AI-assisted application, consider why a candidate might have used it. Early career professionals, non-native speakers, or those re-entering the workforce may rely on AI to overcome barriers. Balance expectations for authenticity with an understanding that in certain situations AI can promote equity among candidates.
Focus on skills, not just credentials
AI can make almost any material look polished and keyword-rich. Go beyond CV scans by incorporating competency and skills-based hiring assessments, work samples, or AI-resistant simulations to evaluate what candidates can actually do.
Personalise the hiring experience
Utilise technology, but don’t overlook the power of meaningful human engagement. Maintain open communication with candidates and ensure they know where they stand at every stage of the hiring process. Be sure to use personal touches like phone calls, video interviews, or in-person meetings to build rapport and connect with candidates.
Strengthen employer branding
Make your company mission, culture, and expectations clear in job descriptions and on your careers page. A strong employer brand not only attracts intentional applicants and differentiates you from the competition but also allows the candidate to decide if your organisation is a good fit for them.
Be transparent about AI policies
If you have expectations or restrictions around AI use, communicate them clearly in job postings and before assessments to set boundaries and reduce uncertainty for applicants.
Balance is key for AI
We are long past the conversation of whether candidates and organisations will use AI in the application, recruiting, and hiring process; it’s about to what extent it will be used. This is a complex issue particularly for organisations as they navigate a surge of applications for open roles and for candidates who feel pressured to submit dozens of applications in an increasingly competitive job market.
As with most new trends and innovations, balance is the key. Don’t be afraid to leverage AI in HR and your talent strategy where it makes sense, but be cautious about using it blindly or putting its raw output directly to use. There is a world of efficiency that artificial intelligence can bring to the workplace, and we are just beginning to tap into its potential.
About the author: Kimberly Silva, PhD is a Senior R&D Consultant at Talogy, specialising in assessment design, optimisation, and innovation. Kimberly is an expert in psychometrics and key advisor on the use of Artificial Intelligence in talent management. In her current role, she focuses on engineering scientifically- and ethically-sound solutions for personnel selection, development, and wellbeing.
