Almost half of UK job seekers use artificial intelligence tools in their job search, according to research from Omni RMS. However, many candidates still believe in human-driven recruitment.
A survey of 739 UK candidates found that 47% primarily used AI to support their applications, such as improving their CV, tailoring submissions to the job description, and preparing for interviews. At the same time, 42% said they would trust human-led recruiting over AI-assisted processes, highlighting concerns about how employers use automation in recruiting.
Hiring by employers is also increasing. Omni cited industry data that 31% of organizations are currently using AI or machine learning in recruiting, up from 16% in 2022, and 78% will increase their use of recruiting and onboarding technology in 2023.
This change appears to be creating tensions on both sides of the labor market. More than a third (34%) of job seekers said they have already encountered their employer using AI during the hiring process. Almost a quarter, or 23%, of organizations seek to monitor or restrict applicant-generated AI tools.
candidate friction
The findings suggest that while candidates are open to using AI as a personal aid, they remain wary when it becomes a visible part of an employer’s decision-making. Across all age groups, 33% of respondents cited human oversight alongside AI decision-making as the most important step to increasing trust in AI-assisted adoption. Clear explanations about how AI will be used came next at 26%, followed by increased transparency around candidate data at 17%.
Traditional concerns remain more important when searching for a job. 49% of respondents cited pay and benefits as important factors when seeking a new role, 41% cited flexible working options, and 29% cited work-from-home or hybrid options. Career development opportunities were mentioned by 28%.
The survey also highlighted longstanding dissatisfaction with the hiring process. 49% of candidates identified long application times as a major deterrent, and 46% cited lack of communication. More than a third, 34%, said they struggled to find a role that matched their skills and career goals.
generational divide
The younger candidates seemed the most conflicted. Among people aged 17-25, 57% said they use AI tools when applying for jobs, but 36% said they would consider withdrawing from the process if they felt an employer was relying too much on AI. This was the highest percentage among all age groups.
Older candidates were more likely to say their reactions were determined by the role and organization. This view was supported by 35% of 46-55 year olds and 52% of 56-65 year olds.
Omni RMS managing director Louise Shaw said reactions to AI varied by age and job type. “This study shows that candidates’ reactions to the use of AI are influenced by role and organization. This means that if candidates want to work for a particular company or are very committed to a role, they will be more open to the perception of overuse of AI.” This was especially true for older generations; Gen 10% of both 46-55 and 56-65-year-olds were worried about whether overuse of AI by employers would prompt them to withdraw from the job search process.
recruitment pressure
The backdrop is a labor market where employers are still struggling to fill vacancies. Omni cited data showing that 84% of organizations are looking to fill roles in 2023 and 64% reported difficulty attracting suitable candidates. For employers facing large volumes of applicants, AI tools offer a faster way to sort and screen applications, but research suggests this approach can carry reputational risks if candidates feel shut out of the process.
Mr Shaw said the findings reflected what recruiters were seeing across the market. “The 2026 survey results reflect what we are seeing across the recruitment market. Both organizations searching for candidates and candidates applying are considering the use of AI. Technology is helping to improve efficiency and streamline processes, but it is also changing candidate expectations.”
Almost half of respondents, 46%, said they believe AI will improve the recruiting experience in the coming years. However, 56% said they are more likely to trust an employer that provides an honest job description, including clear salary information and realistic expectations for the role.
For recruiters, there remains a narrow line between efficiency and reliability. Human supervision, clear communication, and a short application process were among the strongest factors identified as reasons candidates trust employers.
Long applications remain one of the biggest complaints, with 49% of candidates citing it as a source of dissatisfaction.
