Do job seekers who do not use AI in the application process still have a chance?
Posted: Sun Apr 06, 2025 8:56 am
The short answer is yes. Even though AI tools optimize applications and make processes more efficient, they can't replace human intuition, creativity, and social skills. Ultimately, it's still a human who decides whether an applicant is suitable for a position. Many smaller companies don't use AI in their recruiting processes either. The technology saves a lot of time and can increase the chances of being passed over, but job seekers who don't use AI tools still have a fair chance.
According to our study results, the most frequently cited reasons for deciding against the help of AI b2b email list tools in the application process are the following:
I have no confidence that AI tools will deliver correct results (30%)
I do not want to share my personal data with AI systems (29%)
I don't know of any AI tools that can help me with my specific job search (29%)
In the following, we look at the new challenges that arise for recruiters when using AI tools on the candidate side and how they can solve them.
New challenges for recruiters and companies through AI in the application process
As we saw above, AI tools can be extremely helpful for applicants. However, they present new challenges for recruiters. It's becoming increasingly difficult to verify the authenticity of applicants. Are their performance truly a reflection of their skills, or were they generated by an AI?
28% of applicants say they use AI tools to complete a test or skills assessment, 26% have answers and possible interview threads generated, and 24% have AI formulate email responses to employers.
The ability to distinguish between self-performed performance and AI-generated results is becoming increasingly important, as AI tools can enable candidates to be trained specifically on specific questions and tasks, potentially skewing results. Recruiters must adapt their application processes to identify candidates' true skills and characteristics.
According to our study results, the most frequently cited reasons for deciding against the help of AI b2b email list tools in the application process are the following:
I have no confidence that AI tools will deliver correct results (30%)
I do not want to share my personal data with AI systems (29%)
I don't know of any AI tools that can help me with my specific job search (29%)
In the following, we look at the new challenges that arise for recruiters when using AI tools on the candidate side and how they can solve them.
New challenges for recruiters and companies through AI in the application process
As we saw above, AI tools can be extremely helpful for applicants. However, they present new challenges for recruiters. It's becoming increasingly difficult to verify the authenticity of applicants. Are their performance truly a reflection of their skills, or were they generated by an AI?
28% of applicants say they use AI tools to complete a test or skills assessment, 26% have answers and possible interview threads generated, and 24% have AI formulate email responses to employers.
The ability to distinguish between self-performed performance and AI-generated results is becoming increasingly important, as AI tools can enable candidates to be trained specifically on specific questions and tasks, potentially skewing results. Recruiters must adapt their application processes to identify candidates' true skills and characteristics.