AI is now a part of the hiring process, creating frustration for many job seekers as they navigate an increasingly complex employment landscape.

With the rise of artificial intelligence (AI), the shape of the modern workplace has changed dramatically. Entire industries have come to rely on AI tools to enhance performance or automate key tasks. At the same time, an overburdened jobs market has led many employers to implement AI in the application process, leaving prospective employees often rejected by an unfeeling algorithm.

Automation in the hiring process

According to a 2026 survey published by Enhancv, more than half of job seekers were rejected at least once without human communication; of these, only 9.7% clearly stated that AI was used for evaluation. According to Enhancv, candidates reported walking away from potential positions rather than sitting through an impersonal AI interview, viewing it as a sign that the hirer didn’t care enough to appear personally.

Responding to this shift in the hiring process, many prospective employees are automating their own application process. Whether adopting AI to write, edit, and submit their resume or relying on its support to navigate an interview, it appears perfectly rational to use the technology against itself. As a result, AI interviewers often face AI-generated responses, delivered by the interviewee.

Live AI-cheating and seniority

So-called “live AI-cheating” is only reported on the job seeker’s end. Interestingly, Enhancv’s survey data reveals that, while more Gen Z professionals are willing to use AI overall, it is senior executives who do so most frequently. According to Enhancv, entry-level professionals reported a “live cheating” rate of just 1.8% compared to the C-suite’s report of 8.6%. As such, seniority may be a better indicator of AI “cheating” than age.

A lack of transparency in employment

Of course, it’s not solely AI that has complicated the modern job market. A lack of hiring transparency in general is often exacerbated by AI use; when an interviewee realizes that a chatbot is doing the work, they may feel ignored. Pair this with ghost job listings, roles which companies post to imply growth but never intend to fill, and it’s easy to see why job seekers feel discouraged. Even if they push through an impersonal hiring process, the job they applied for may not have ever existed.

Some applicants may feel that the experience isn’t genuine. Instead of responding to an interviewer, they may feel stuck interpreting what a machine wants to hear. The result of this may be a hiring process that feels increasingly disconnected, both for the potential employee and employer. Employers may be trying to manage a large pool of candidates more efficiently, while candidates are attempting to avoid wasting time on applications that go nowhere. While automation may make both tasks faster, it can make genuine communication harder to find.

It is possible that the use of AI technology to automate aspects of the hiring process is merely a symptom of greater issues in the employment landscape. Concerns surrounding overemployment and even return-to-office mandates reflect where workforce changes are viewed more as financial risk management than for the employee’s benefit. For employers, AI can feel like just another way to save.

The future of the hiring process

So long as job seekers use AI to automate applications and employers do the same for acceptance and rejection, or vice versa, it is likely that the technology will remain a part of the hiring process. That said, a level of transparency can contribute to an easing of tensions; ghost jobs, fine print, and impersonality breed disillusionment. As professionals adapt, finding the balance remains a core question.

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