The Rise of AI in Job Applications: A Double-Edged Sword

Employment experts are sounding the alarm as AI-driven job applications flood the market, leading to a surge in 'machine gun' applications from candidates who may not be suitably qualified. This trend is creating challenges for both job seekers and employers.

The AI Application Boom

Zoe Sullivan, head of people and culture at Co-Op Group, reports a significant increase in job application volumes, particularly in white-collar roles, due to AI. "Some applicants are using AI to polish their CVs, but many are using it to falsely present themselves," she says. This has made the manual screening process for recruiters increasingly burdensome.

For example, a recent case manager position that would typically attract 10–20 applicants now received nearly 100 applications, making it difficult to distinguish genuine experience from AI-enhanced claims.

Two Sides of AI Use in Job Hunting

Joel Delmaire, chief strategy and product officer at JobAdder, notes a 42% increase in job applications over the past year. He identifies two distinct behaviors:

• 'Machine gun applications': Candidates spam resumes to multiple employers using AI, hoping to get noticed.
• Tailored applications: Using AI as a guide to prepare for roles where they are a good match, which is more likely to succeed.

David Holland, managing director of talent solutions at Employment Hero, warns that relying too heavily on AI can lead to wasted time and irrelevant applications. "You're not doing yourself any favours by qualifying for interviews for roles you're not qualified to do," he emphasizes.

The Importance of Human Touch

Dean Connelly, director and founder at recruitment agency Latte, advises that while AI can speed up the process, candidates must still articulate their own views. "If you can't bring an AI-generated brief to life with your own perspective, you've just automated your own rejection," he says.

Employers Fighting Fire with Fire

In response, businesses are increasingly adopting AI for screening. Sarah McCann Bartlett, CEO of the Australian HR Institute, explains that the "extremely high" volume of applications has made screening onerous, leading to more AI use.

Companies like Zip actively encourage AI in recruitment, viewing it as a core future skill, while McKinsey has integrated AI collaboration into its graduate application process.

Holland estimates that 90% of medium and large businesses in Australia already use AI in hiring, except some retail and hospitality sectors that rely on walk-ins.

AI in Action: Bunnings' Approach

Bunnings uses an AI interview platform for early-stage recruitment, featuring an online questionnaire with behavior-based questions. This process is designed to be "completely unbiased," focusing solely on answers compared to company criteria. However, human recruiters still handle application reviews and final decisions.

The Future of AI in Recruitment

Despite widespread adoption in initial stages, Delmaire doubts AI-led interviews will become mainstream. "Human contact is so valuable in recruitment and HR," he says, questioning whether AI can match human judgment in personal relationships.

Key takeaway: While AI can enhance job applications, over-reliance without personal input may lead to rejection. Both job seekers and employers must balance technology with human insight for successful hiring.