More than half of job seekers believe their applications will be rejected by artificial intelligence before a human can review them, highlighting growing concerns about the role of automation in recruitment.
According to the survey, 53 percent of candidates suspect that their application was filtered out by AI, and 46 percent cited unfair rejections as their main cause of dissatisfaction. This perception is beginning to shape behavior. 40% say they have abandoned or are considering abandoning applications where AI plays a key role, especially where automated systems are used for early screening.
For some, the experience is alienating. David, a 37-year-old part-time bartender, describes AI-driven interviews as “very impersonal,” noting that there is no feedback or human interaction. “You feel like you’re being left out, and the effort you put in can be completely ignored,” he says.
Skepticism is most pronounced among younger candidates. Nearly two-thirds of Gen Z respondents believe AI is responsible for rejecting them in the early stages of hiring, while 53% say they are frustrated by perceived unfairness, a higher percentage than Millennials (47%) and Gen Xers (46%).
People who were initially resistant to this technology are gradually adapting. Job seeker Simon said he had avoided AI-driven interviews, but then had second thoughts. “If AI is going to be the gatekeeper, maybe we can use AI to get through that gate,” he says.
Meanwhile, employers are rapidly implementing AI tools in response to increased application volumes. More than four in five recruiters are now using AI to accelerate the hiring process, and 28% are leveraging it to manage large numbers of candidates. However, confidence in its effectiveness is still tentative, with only 36 percent saying it would significantly improve speed to adoption.
Recruiters report strong performance on administrative tasks such as drafting job descriptions and scheduling interviews, but confidence drops sharply when evaluating more subtle qualities. Nearly three-quarters say AI has a hard time assessing cultural fit, and more than half doubt its ability to judge soft skills.
CV-Library chief executive Lee Biggins warned that the findings reflected broader concerns. “For a long time, candidates felt less human,” he says. “Although AI can support recruitment, it should not replace human judgment, especially in decisions about people.”
