According to a study by People2people Recruitment, one in four Australians rely on artificial intelligence to draft a resume or cover letter when applying for a job.
The survey found that 25% of job seekers use AI technology to assist with application materials, accounting for one in four people seeking digital support during the application process. Within this group, 14% acknowledged that they frequently rely on AI for tasks such as wording refinement, structural improvement, and application assembly.
Generation differences
Research shows that the highest uptake of AI in job hunting supports applications using AI tools in 33% or a third among generation X. This suggests that Gen X stereotypes no longer apply as digitally slow recruits may no longer apply to the context of career progression seeking work.
Of Millennials and Generation Z, 24% – 1 in 4 – have been reported to rely on AI to gain efficiency and convenience while looking for a job. The baby boomer generation figure was 22%. In other words, more than one in five people in this cohort are experimenting with AI for job offers. These findings challenge the assumption that older generations avoid digital solutions.
Concerns about integrity
The study also highlights emerging concerns about integrity and potential misrepresentation. Research shows that 35% of Australians lied or exaggerated their resume or cover letter, while 24% admitted doing so on multiple occasions. This reveals a significant proportion of candidates willing to develop the truth to increase their chances of ensuring interviews.
A overwhelming 90% of Australians surveyed believe that AI makes it easier for them to mislead their recruitment applications and highlights the double edge nature of technical assistance. This worry is particularly pronounced among older candidates, expressing the belief that AI could be misused by 96% of baby boomers, suggesting increased awareness of potential ethical risks among this group.
When surveying personal concerns about AI use, 33% cited “ring” as their primary concern, citing “23%) and “catch-by lie” (12%). In particular, nearly a third (32%) said they were not afraid when using AI to help them find jobs.
Recruiter's perspective
“We're a great place to go,” said Katherine Kennedy of People2people Recruitment, Managing Director, New South Wales.
“AI can help candidates hone their applications, but employers are looking for reliability. A resume or cover letter that sounds fake or overdesigned can raise a red flag. AI should be used as an assistant, not as a substitute for personal voice, accuracy, and integrity.”
Kennedy emphasized that employers are aware of applications written by AI and adapting the process accordingly.
“Hiring managers are more vigilant about AI writing applications, with many people taking additional screening or validation procedures. Candidates who rely heavily on the risk of overlooking AI risks before interviewing.
Guidance for candidates
People2People has provided some recommendations for job seekers who use AI tools for their applications. These include using AI primarily for structural and grammatical suggestions, while ensuring accurate personalized content, tone and details. The employer advised all candidates to thoroughly fact-check as AI can include manufactured details in the text generated by AI. He also recommended personalizing applications for specific roles and employers, warning against excessive reliance on AI-generated content, and warned that exaggerating experiences can harm job outlook.
Reflecting the growing role of AI, Kennedy said:
“AI stays here, and job seekers accept it. But trust is the currency of recruitment. If candidates misuse AI, they risk damaging reliability before they reach the interview stage.”
