There’s a growing chorus of complaints from job seekers. They apply for jobs and hear nothing back. Or they’re rejected almost instantly. The conclusion is quite neat: They feel invisible, and artificial intelligence (AI) is to blame.
With estimates showing only 2 per cent of applicants ultimately get hired or reach the interview stage, you can understand the sentiment. It feels like the system is working against you. Yet, it doesn’t fully hold. I know this as a recruiter with more than 25 years’ experience.
Here are some facts to put the current market into context:
Job seeking then was far more competitive. Yet the likelihood was you were seen, heard back from and never rejected instantaneously. So, what happened? The internet and you.
Pre–digital: Applications were received via fax and the post. It required effort to construct, print and send your resume. The result was a high conversion of applications to job matches and significantly fewer applications to screen. Today, hundreds and, in some cases, thousands of applications are received per job ad. It’s an ‘easy’ upload and send. You can probably do it while on the phone, talking to your boss or watching MAFS.
And if you are a ‘chancer’ take a bow; as the biggest culprit, sending a resume with two years of KFC experience to a $250,000 CFO position. Why not? You might get lucky thanks to the casual effect that is AI.
In the late 1990s, AI began its presence in recruitment. By 2014, 33 per cent of organisations had adopted it, and now 87 per cent of organisations use AI. The simple truth: AI isn’t the cause of your complaint, it’s the solution to it. And yes, it’s not perfect. It’s flawed, just like your human recruiter, by the way!
Here’s how to ensure you still stand out:
The first read of your application is by a system trained to recognise keywords. Use the language of the job advertisement, mirror specific key terms, reflect the priorities and be deliberate in describing your experience.
If the role calls for ‘stakeholder engagement’, the current wording of ‘work well with people’ won’t cut through. AI doesn’t interpret nuance. It looks for what it can recognise.
While generative AI is writing your application, it’s also writing everyone else’s. Use it but ensure it’s used as a tool only. The generic tone and style are obvious and picked up on immediately. And not just by AI, but by its slightly slower yet equally judicious colleague, the human recruiter.
Delete repetition and vagueness, no matter how impressive it ‘might’ sound. Insert your achievements and experience. Check for cohesion and targeted relevance. An example like “results-driven” means nothing, but “reduced onboarding time by 32 per cent” says everything. Be specific.
Don’t apply for jobs you have no chance of securing. Forty-eight per cent of jobseekers frequently apply to many roles quickly rather than focusing on opportunities that closely match their skills.
This point isn’t just about how to stand out, it’s also important for your emotional and mental wellbeing. This saves you from the unnecessary anguish of rejection, the feeling of invisibility and relaying to all, the high levels of applications with zero results.
When applying for multiple jobs at one company or a recruitment agency, in half a heartbeat, AI picks up the serial applications. Fewer, better thought-through applications move further. To be seen, be discerning.
Over-designed CVs often perform poorly in automated systems because they can’t be parsed properly. Unless you’re a designer, forget the graphics, tables, colours and emojis.
Additionally, avoid vague role titles, long lists of responsibilities and convoluted language. A human reader might pause to work out what you mean, but a system won’t.
Candidates moving through are not necessarily more experienced, they’re easier to read. Their CVs follow a structure. Their experience connects directly to the role. They leave out what doesn’t add value.
There’s a quiet assumption that these systems are far more intelligent than they are. They don’t read between the lines. They don’t spot promise. They don’t take a chance on someone and can’t see potential. They match patterns. This is why someone with the right experience can be filtered out. And others, less experienced but more direct in how they present, move forward.
There used to be a margin for ambiguity; giving someone space to explain what wasn’t immediately obvious on paper. That part now comes later, if at all. The first version of you has to carry weight. Make your skills, expertise, experience and promise clear and relevant.
AI holds its own for speed and efficiency, but speed and quality are not the same. Candidates can be excluded, described as ‘hidden workers’, because they don’t match a predefined profile.
Companies might end up with the most polished applications but not the most capable employees. Organisations that win are applying human judgement at the point where it matters most.
This article was written by Roxanne Calder.
Roxanne is the author of Employable – 7 Attributes to Assuring Your Working Future and Earning Power: Breaking Barriers and Building Wealth for Women. She is also the founder and managing director of EST10, one of Sydney’s most successful administration recruitment agencies.
Learn more at est10.com.au
As Founder and Managing Director at EST10, Roxanne has an all-encompassing role that includes building and growing the business, as well as actively recruiting and consulting.
After completing a Bachelor’s Degree at Monash University, Roxanne began her recruitment career with renowned recruiter Julia Ross. From there, Roxanne worked in HR and recruitment with a number of global players and boutique businesses throughout Australia, the UK, Singapore and Hong Kong for over 20 years. She has been responsible for managing large teams and projects, implementing RPO models, managing and assisting businesses to an IPO and assisting companies in setting up their recruitment teams and processes.
Following completion of her MBA at the Australian Graduate School of Management, Roxanne launched EST10 in July 2010. In doing so, she hoped to combine the flexibility and high touch service levels of boutique agencies with the structure and strategy afforded to larger firms. Roxanne believes in high-touch, high-care consulting and is always on the lookout for consultants that share this vision of recruitment.
