Is AI Changing How You Hire and Get Hired?

Feb 5

Have you applied to job after job, polished your resume a hundred times, and received nothing but automated rejections? Have you wondered if anyone is actually reading your applications? Spoiler alert: they may not be. AI is already reshaping hiring. It changes how candidates are evaluated, how recruiters prioritize applications, and how HR teams make decisions.

It’s not all bad. AI can save time, highlight strong applicants, and help recruiters manage overwhelming volumes of candidates. But it’s not perfect. Algorithms can overlook qualified talent, fail to capture soft skills, and even perpetuate bias. The human touch is still essential. The smartest approach is to use AI strategically, whether you are a candidate navigating the job market or an HR professional managing hiring.

AI Screeners

Many companies use AI to scan resumes before they ever reach a recruiter. These systems filter candidates based on keywords, experience, and inferred skills. While this speeds up hiring, it also creates challenges. Qualified candidates may be overlooked if their resumes are not optimized for AI parsing. AI‑driven applicant tracking systems often fail to parse resumes correctly when they lack specific keywords or clear formatting, meaning qualified candidates can be deprioritized by automation before a human has a chance to review them.

Bias and Legal Risks

AI can introduce bias if trained on historical data that reflects past discrimination. It can also reduce transparency. Candidates often have no insight into why they were rejected, which creates frustration and distrust.

A recent lawsuit filed against Eightfold AI lawsuit illustrates this problem and highlights the legal risk involved. Applicants allege the platform secretly generates “Match Scores” that influence hiring decisions without giving candidates a chance to review or correct errors. This shows that AI can expose companies to legal risk, reputational harm, and lost talent.

AI also cannot evaluate soft skills, cultural fit, or potential. Humans are essential for these judgments. HR professionals can use AI to prioritize resumes and reduce repetitive work, but hiring decisions must still involve thoughtful human review.

But it’s not ALL bad!

AI can help recruiters manage large applicant pools, standardize assessments to reduce bias, and predict which candidates are likely to succeed. It frees HR teams from administrative tasks, letting them focus on strategy, culture, and employee development.

AI combined with remote work also makes global hiring easier. Companies can consider candidates anywhere, evaluate skills efficiently, and schedule interviews across time zones. This allows organizations to hire the absolute best talent, not just the best talent locally.

Balancing AI With Human Judgment

AI is a tool, not a replacement for human judgment. The best hiring processes combine automation with oversight. Candidates should optimize their applications and build human connections, while recruiters should use AI thoughtfully, ensuring fairness, transparency, and empathy guide decisions.

Tips for Candidates

Optimize resumes for AI with clear titles, bullet points, and relevant keywords
Network directly with employees or recruiters to add a human touch
Understand how AI is used in the industries or companies you’re targeting
Be prepared to explain your skills and accomplishments in ways AI cannot measure