Want to get your dream job? You’ll need to impress AI first

Recruiters aren’t the only ones reading your CVs any more. Artificial intelligence (AI) is now screening, scoring and shortlisting candidates across Australia, changing how people find work and how employers assess talent.

Having spent the last few decades helping organisations adopt emerging technology, I’ve been around for several big shifts. By far though, the evolution of AI is the most significant development in modern hiring. For jobseekers, it’s no longer just about impressing a person, it’s about understanding how machines, not just humans, make decisions.

Artificial intelligence is already disrupting Australian workplaces, especially when it comes to hiring practices.Credit: iStock

Artificial intelligence is now a standard part of modern recruitment in Australia. Organisations are using tools that scan CVs, analyse video interviews, assess behaviours and predict “fit”.

According to research by Jobs and Skills Australia, their 2025 Our Gen AI Transition report found generative AI is more likely to augment work than replace it, but administrative and entry-level roles remain highly exposed.

Research from the University of South Australia warns that using AI tools alone will not improve diversity outcomes in hiring unless the organisation supports it. For jobseekers, the process is shifting. It is no longer a case of “send your CV and hope”.

Understanding automated screening

One of the first AI gates many applicants hit is the Applicant Tracking System (ATS). These systems scan CVs for keywords, format issues and matching terminology. If a document does not align with what the machine expects, it may never reach a human recruiter.

Most organisations still rely on human recruiters for final selection. However, AI may control whether an applicant reaches that stage.

Around 62 per cent of organisations used AI in recruitment in 2024 and risk reproducing discrimination if the tools are not managed carefully.

To improve their chances, applicants should use clear language that mirrors key skills and terms from the job advertisement, keep formatting simple, and avoid unusual fonts or layouts that might confuse scanning software. Honesty and specificity remain essential. Tricks like keyword stuffing rarely help.

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The rise of AI-assisted interviews

Another layer is AI systems analysing video interviews. Tools that use natural language processing and facial micro-expressions are appearing in recruitment. The University of Melbourne found some AI systems may disadvantage non-English-speaking candidates or people with speech disabilities because the training data is biased.

For jobseekers, that means thinking not only about what they say but how they deliver it. Practising clear speech in a quiet environment, ensuring good webcam and audio quality, and preparing for technology to form part of the assessment all help.

Adapting to the new landscape

The recruitment process is evolving, and candidates need to adapt. Tailoring CVs and cover letters to align with job ad language and structure is now essential. Online profiles should be up-to-date, as many AI tools pull from LinkedIn or other digital footprints.

Using AI to craft your cover letter is a quick way to have your application ignored entirely.Credit: iStock

Preparing for AI-assisted interviews by testing technology, speaking clearly and focusing on specific work examples can make a difference. Applicants should also consider their differentiators; while machines may filter many, humans still make the final call. Adaptability, a learning mindset and tangible results are valued.

Knowing your rights as a jobseeker is also critical. If someone suspects they have been unfairly screened by AI, they can ask the employer about the process or seek advice from the Australian Human Rights Commission. Transparency is still limited.

The human touch still counts

Despite this, hiring decisions are rarely fully automated. Most organisations still rely on human recruiters for final selection. The key is that AI may control whether an applicant reaches that human stage.

Thinking of AI as a first interviewer can help. Once past that stage, interpersonal skills, references, authenticity and proven achievements still matter.

As the Australian labour market remains competitive, with job pattern shifts due to AI exposure highlighted by the PwC 2025 AI Jobs Barometer and other studies, applicants who understand how technology influences recruitment will have an edge.

AI is reshaping recruitment, but it does not override the fundamentals of getting hired: clarity of message, relevance to the role and authenticity. For jobseekers, that means adapting to new tools rather than trying to defeat them.

Employers must equally remember that behind every data point is a person. In this shifting landscape, the question is not “Can I beat the algorithm?” but “How can I work with the algorithm to reach the human who hires me?”

Tracy Sheen is an award-winning author, speaker and media commentator. Her latest book, AI & U: Reimagine Business, is a practical framework helping leaders embrace artificial intelligence with confidence.

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