We have been talking to a company worried about the sharp increase of job applicants using AI not just to help with writing a covering letter or sprucing up a CV, but even on written tasks. The company now receives far more applications (presumably people can apply to more jobs using AI), and this, combined with the extra levels of screening now required, has significantly raised the cost of hiring. A recent survey by Capterra revealed that over half of job seekers use AI, and 75% believe they are more likely to receive a job offer than those who don’t, so the motivation is clear.
Yet this surge in AI use brings problems for employers as the same UK study polled 3,000 job seekers and discovered 83% of those using AI admit they used AI to exaggerate or, in some cases, outright lie about their skills. In response, according to a survey by Resume Genius, over 80% of hiring managers say they are less likely to hire someone if their application is AI-generated, and half will automatically discard applications if AI is detected due to doubts about authenticity. This anomaly in stats with job seekers claiming they are more likely to be offered a job and hiring managers claiming to disregard those they suspect of using AI, along with the fact that humans are not great at recognising AI-generated text and can easily end up hiring candidates not fully qualified for the job.
There is some irony at play in that two-thirds of UK companies now use AI in their hiring process (onrec.com) to source and streamline, and have now turned to AI detection (such as AI Aware) to help identify AI-generated applications.
These trends underscore that the job market is evolving rapidly, driven by automation, economic pressure, and new expectations about the value of tech literacy. So, how does AI Aware advise employers on navigating this minefield and make better hiring decisions?
The most cost-effective method is AI detection, which should be used as an early warning rather than a blanket rejection method. Another key strategy is to reshape assessments around real-world performance, not just presentation. Live tasks, scenario-based questions, and practical tests (especially under supervision) reduce opportunities for AI-generated content. Skill-based assessments, now used by more than three-quarters of UK employers, help measure aptitude directly (onrec.com).
Another approach is to emphasise transparency. Employers should spell out whether AI use is acceptable and to what extent. Encouraging candidates to maintain authenticity helps foster trust in the hiring process.
AI isn’t a fad, it’s become woven into how people apply for jobs. The question is no longer if candidates will use it, but how employers will adapt.