Tips for jobseekers dealing with AI screening
Tracy Sheen
Recruiters aren’t the only ones reading your CVs anymore. Artificial intelligence (AI) now screens, scores and shortlists candidates across Australia; thus changing the way people find jobs and employers evaluate talent.
I’ve spent the last few decades helping organizations embrace emerging technology, and I’ve been around for several major shifts. But the evolution of artificial intelligence is the most important development in modern recruiting. For job seekers, it’s no longer just about impressing one person, it’s about understanding how not only humans but also machines make decisions.
Artificial intelligence is now a standard part of modern recruitment in Australia. Organizations use tools that scan resumes, analyze video interviews, evaluate behavior, and predict “fit.”
Accordingly research 2025 by Jobs and Skills Australia Our Transition to Generation AI The report found that generative AI is more likely to augment rather than replace work, but administrative and entry-level roles remain well exposed.
Research A University of South Australia researcher warns that using AI tools alone will not improve diversity outcomes in recruitment unless the organization supports it. The process is changing for job seekers. It’s no longer a “send your CV and hope” situation.
Understanding automatic scanning
One of the first AI gateways many applicants encounter is the Applicant Tracking System (ATS). These systems scan CVs for keywords, formatting issues and matching terminology. If a document doesn’t match what the machine expects, it may never reach the recruiter.
Most organizations still rely on human recruiters for final selection. However, AI can check whether the applicant has reached this stage.
Around 62 percent The proportion of organizations using AI in recruitment in 2024 risks the re-emergence of discrimination if the tools are not carefully managed.
To improve their chances, applicants should use clear language that reflects key skills and terms in the job posting, keep formatting simple, and avoid unusual fonts or layouts that could confuse scanning software. Honesty and specificity are essential. Tricks like keyword stuffing rarely help.
The rise of AI-powered interviews
Another layer is artificial intelligence systems that analyze video interviews. Tools that use natural language processing and facial microexpressions for recruiting are emerging. University of Melbourne to create Some AI systems may disadvantage non-English speaking candidates or people with speech disabilities due to biased training data.
For job seekers, this means thinking not just about what they say, but how they present it. Practicing speaking clearly in a quiet environment, ensuring a good webcam and audio quality, and preparing for the technology that will form part of the assessment all help.
Adapting to the new environment
The hiring process is evolving and candidates need to adapt. It is now very important to adapt CVs and cover letters to the language and structure of the job posting. Online profiles should be up-to-date, as many AI tools leverage LinkedIn or other digital footprints.
Preparing for AI-powered interviews by testing the technology, speaking clearly, and focusing on specific business cases can make a difference. Applicants should also consider what differentiates them; Although machines can filter many things, humans still make the final decision. Adaptability, a learning mindset, and tangible results are valued.
It is also very important to know your rights as a job seeker. If someone suspects they are being unfairly supervised by AI, they can ask the employer about the process or seek advice from the employer. Australian Human Rights Commission. Transparency is still limited.
The human touch still matters
Yet hiring decisions are rarely completely automated. Most organizations still rely on human recruiters for final selection. The important thing is that the AI can check whether the applicant has reached that human stage.
It may help to think of AI as the first interviewer. Once you pass this stage, interpersonal skills, references, originality, and proven accomplishments are still important.
As the Australian labor market remains competitive, shifts in business models due to exposure to AI highlighted in PwC 2025 Artificial Intelligence Business Barometer and other research, candidates who understand how technology impacts hiring will have an advantage.
AI is reshaping recruiting, but it isn’t overriding the fundamentals of hiring: clarity of message, relevance to the role, and authenticity. For job seekers, this means adapting to new tools rather than trying to beat them.
Employers should also remember that there is a person behind every data point. In this changing environment, the question becomes “Can I beat the algorithm?” not. but “How can I use the algorithm to reach the person who hired me?”
Tracy Sheen is an award-winning author, speaker and media commentator. His last book Artificial Intelligence and U: Redesign Workis a practical framework that helps leaders embrace AI with confidence.
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