Artificial intelligence (AI) is now screening, scoring and shortlisting candidates across Australia, which means the robots are in charge.
Sure, in some reputable recruitment firms, they’ll get read but that presupposes you know which they are.
The evolution of AI is the most dangerous development in modern hiring. Recruiters had a hard time picking the right hires before AI. Now it’s a lucky dip.
Lazy organisations are using tools that scan CVs, analyse video interviews, assess behaviours and predict “fit”.
According to Jobs and Skills Australia, their 2025 Our Gen AI Transition report found generative AI is more likely in the first instance to augment work than replace it, but administrative and entry-level roles remain highly exposed.
The University of South Australia (now Adelaide University) warns that using AI tools alone will not improve diversity in hiring unless the organisation supports it.
One of the first AI gates many applicants hit is the Applicant Tracking System (ATS). These systems scan CVs for keywords, format issues and matching terminology. If a document does not align with what the machine expects, it may never reach a human recruiter.
It may never reach a recruiter any way as many ATS are ancient. They’ve been around for almost 20 years.
To improve your chances, applicants should use clear language that mirrors key skills and terms from the job advertisement, keep formatting simple, and avoid unusual fonts or layouts that might confuse scanning software.
If you really want to improve your chances, choose a recruiter that doesn’t use robots to do their job for them.
Another layer is AI systems analysing video interviews, which are often dehumanising and insane.
Tools that use natural language processing and facial micro-expressions are appearing in recruitment and discriminate against non-English-speaking candidates or people with speech disabilities.
Of course tailoring CVs and cover letters to align with job ad language and structure is essential.
Online profiles should be up-to-date, as many AI tools pull from LinkedIn or other digital footprints.
Knowing your rights as a jobseeker is also critical. If someone suspects they have been unfairly screened by AI, they can ask the employer about the process or hire a lawyer.
AI is reshaping recruitment by getting rid of recruiters and merit in selection.