Is it OK for jobseekers or employers to use AI?

The modern recruitment landscape has transformed into a high-stakes digital battleground where both jobseekers and employers increasingly rely on artificial intelligence. As graduates face mounting pressure to secure employment in an oversaturated market, many are turning to AI tools to draft CVs, write cover letters, and optimize applications for automated screening systems. However, this widespread adoption has blurred the lines between acceptable assistance and outright deception, forcing both candidates and companies to reevaluate the ethics of modern hiring.

For many recent graduates, the sheer volume of applications required to land an interview makes using technology a practical necessity. Jobseekers often describe the application process as exhausting and demoralizing, noting that automated rejection emails are frequently the only response to hours of customized effort. In response, some candidates adopt a strategy known as the spray and pray approach, utilizing AI to rapidly dispatch dozens or even hundreds of applications daily. By incorporating specific keywords designed to bypass automated tracking systems, these applicants attempt to level the playing field against corporate screening software.

Yet, this technological arms race presents a profound moral dilemma. According to industry surveys, while major employers are becoming increasingly accepting of AI for initial document preparation, a vast majority have encountered suspected misconduct during later stages of the recruitment process. This includes candidates using generative AI as a real-time assistant during online video interviews or to complete complex technical assessments. Such practices undermine the fundamental purpose of the interview process, which is designed to evaluate a candidate's genuine personality, communication skills, and problem-solving abilities.

Critics argue that the situation is further complicated by widespread hypocrisy within the corporate world. Many companies utilize sophisticated algorithms to filter out thousands of resumes before a human recruiter ever reviews them, yet they penalize applicants who use similar technologies to manage their workload. Jobseekers frequently point out the contradiction of being told to appear entirely human while navigating a recruitment pipeline driven almost entirely by machines. This dynamic creates an environment of distrust where neither side feels confident in the authenticity of the other.

Industry groups emphasize that the heavy reliance on AI is ultimately driving up competition and placing unprecedented psychological pressure on students. As more candidates leverage automated tools to enhance their profiles, the sheer volume of applications surges, making it even harder for human recruiters to identify genuine talent. Consequently, companies are being forced to adapt their recruitment strategies, exploring new ways to assess candidates that bypass vulnerable online tests and prioritize personal interaction.

Ultimately, the integration of artificial intelligence into the job market is a reality that neither side can ignore. Finding a sustainable balance will require greater transparency from employers regarding how they use screening algorithms, alongside clearer ethical boundaries for jobseekers. As technology continues to evolve, the challenge for the future will be preserving the human element in a process that increasingly relies on artificial intelligence to connect people with their livelihoods.