". . Helping you stand out? . . Or making everyone sound the same?"
AI has completely changed how people search for jobs. CV builders, cover letter generators, LinkedIn 'helpers' … everything’s faster, slicker, more 'optimised.'
But let’s be honest, it’s getting messy.
We’re now seeing hundreds of applications that all sound the same. Cover letters packed with identical phrasing. DMs written by AI, not the person.
… and more and more people that are simply not right for the role! Some candidates are letting AI take over entirely - writing, applying, even screening for them.
I spoke with someone last week, who uses a bot for all their applications;
“It’s a numbers game", they told me, and asked "which role is this one again"
.. really? That’s not 'using a tool.' That’s outsourcing yourself.
Screening Calls and Interviews
Recently, we’ve had candidates ace their first screen - articulate, clear, technically solid. By the second interview ... completely different person. Literally. That’s the moment you realise how blurred the lines have become.
Our team gets asked daily whether their application has 'passed our AI screening tool'. We don’t use AI for that, which comes as a big surprise to people! We have an auto-rejection process, but we don’t use AI to screen our profiles and reject people. Every application is reviewed manually by our team.
But that question says a lot about where the market’s gone. People are using AI tools to try to beat AI screening systems. And honestly, I’m not sure that’s helping anyone.
As a Recruiter or Internal TA, if you’re not working in a niche domain or you’re hiring across a broad range of roles, how do you even know who’s real, who’s right, or who’s just really good at prompting ChatGPT?
Knowing your market is key!
When it comes to interviews, we’re also seeing candidates use AI tools to complete technical tests and even business/scenario-based assessments.
That’s exactly why we have a multi-step process before anyone ever goes out the door to a client. Human conversations. Verification. Substance over simulation.
Here’s the reality. AI has made it too easy to apply for everything. Recruiters are getting more volume than ever, but not necessarily better quality. And the result? More candidates feeling 'ghosted', when in truth, they’re often being lost in an ocean of auto-generated noise.
So, here’s the advice we give:
🏛️Use AI to help you structure your story, not to tell it for you.
🏛️Use it to refine, not fabricate.
🏛️Be authentic, because the people reading your CV still are.
🏛️And make sure your CV actually matches your public profile.
AI isn’t the enemy. But it’s not the solution either. If it hides who you are instead of highlighting what you bring, it’s hurting your chances, not helping them.
