The increased use of artificial intelligence by job seekers is creating new challenges for employers across the Middle East, with companies reporting that AI-assisted applications are making it difficult to identify suitable candidates and slowing down the hiring process.
According to research conducted by Robert Walters, 36% of employers believe AI is causing them to receive too many applications, while 42% of employers say they are receiving more irrelevant applications as job seekers increasingly use AI-powered tools in the application process.
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The findings come as AI tools become increasingly accessible to job seekers. Almost two-thirds of professionals surveyed, 65 percent, said they use AI-powered tools such as chatbots and automated resume builders when applying for jobs, and 18 percent reported using them regularly to submit multiple applications at scale.
The findings also come as demand for AI skills continues to grow across the UAE labor market, citing data from PwC, which found that the number of AI-related jobs in the UAE will double from 5,000 to 10,000 between 2021 and 2024, with demand growing two to three times faster than overall job openings.
Recruiters also report that professionals with proven AI capabilities often command higher salaries and attract increased scrutiny from employers looking to prove their technical skills and qualifications.
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Jason Grundy, managing director at Robert Walters Middle East, said the rapid adoption of AI has fundamentally changed the way candidates approach the job market.
“The surge in job applications we are seeing today is the result of a hiring environment that has become much easier to apply for, thanks to technology, but also less transparent,” he said.
“Using AI to polish your resume or improve your LinkedIn profile has been observed in the Middle East for some time, but increasingly candidates are applying to dozens of roles at the same time through automated tools that do the work in seconds.”
Grundy warned that as it becomes easier to create professional summaries, customized resumes and customized cover letters, employers are increasingly struggling to distinguish between authentic skills and AI-enhanced profiles.
“When every resume is algorithmically optimized to say the right thing, the person behind it disappears. Organizations have a really hard time distinguishing between strong candidates and strong resumes,” he said.
The report also highlighted unintended consequences for genuine job seekers. As the number of applications increases, hiring teams are taking longer to consider candidates and are being more selective in the shortlisting process, increasing the risk of qualified applicants being overlooked.
“What often gets lost in this conversation is the impact on real candidates,” Grundy said. “When an employer is sifting through hundreds of applications, even strong candidates can be rejected simply because the sheer volume makes a thorough review nearly impossible.”
He added that companies across the region are increasingly looking for ways to balance the efficiencies brought by AI with the human judgment needed to make effective hiring decisions.
“Authenticity remains one of the most powerful differentiators in recruiting. Organizations need to look beyond algorithms to ensure that real talent and real potential are not lost to increasingly AI-driven application processes,” he said.
