AI vs AI: is this the new recruitment reality?
If people looking for jobs use AI more and more in their applications, and employers use AI more and more in the hiring process, where does that leave us?
Job seekers can use AI to write CVs, optimise keywords and draft cover letters. Some use it to apply for far more roles than they could before. In a 2026 survey by Prospects at Jisc, 73% of students and graduates said they had used AI at some point in the application process.
Meanwhile, employers are using technology to manage the applications coming in. CV screening tools, chatbots and automated interviews can save time. But when a carefully polished application meets an automated first review, how much have we really learned about the person who applied?
This BBC video takes a look at AI’s growing role in the job search:
Watch: Everyone’s using AI to get hired. Now what?
I don’t think the answer is to ask people to stop using useful tools. It’s to make sure our hiring decisions rest on evidence of what someone can do, rather than how well their CV matches a set of keywords.
That’s the thinking behind Talent Triage™. Applicants can complete short online assessments in their own time, giving recruiters more information about their qualities and capabilities. The results can then be compared with the criteria that matter for the role, helping hiring managers decide whom to explore further.
AI is changing how we apply for jobs and how we review applications. Used well, it can make life easier for everyone. But hiring still comes down to understanding people. The more we can learn about the person behind the CV, the better the conversation, and the better the decision.
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About the Author: Nikky Van Bommel
Nikky van Bommel is the Marketing Director for Big 5 Assessments and has worked in the Psychometric Testing industry for over 10 years. Nikky is responsible for all marketing and social media for the organisation. 
