Follow ZDNET: Add us as a preferred source on Google.

ZDNET’s key takeaways

• AI rejects two-thirds of applicants before a human assessment.
• Professionals must work with AI and use clever tactics.
• Focus on business outcomes and add a human touch.

Long gone are the days when your major recruitment concern was beating another human to the job. Today, in the age of AI, candidates must overcome automated hurdles before they even reach the interview process. What’s more, many of these job seekers are using AI-enabled tools to try to game the recruitment process.

Recent research from MyPerfectResume revealed that 73% of employers use AI in hiring decisions, with about two-thirds (65%) saying AI automatically rejects applicants before a person sees them.

Also: The autonomous business is coming. Here’s why that shift is good news for professionals

On the other side of the recruitment process, almost three-quarters (73%) of younger people who responded to a survey by education specialist Jisc said they used AI in their job applications, particularly for editing or drafting CVs and writing cover letters.

Jack Capel, director at recruitment specialist Harvey Nash, told ZDNET that AI is now deeply embedded in recruitment, with many organizations using AI tools to screen CVs, identify key skills, and assess how well a candidate’s experience aligns with the role.

“The sophistication of these systems can vary significantly,” he said. “Some still rely on basic keyword searches while others use more advanced models that read for meaning, context, and the ‘how’ behind your work. At the same time, many candidates are using AI to refine or rewrite their CVs, which raises the bar for everyone.”

Also: AI is causing cognitive fatigue. Here’s how to work with more haste and less speed

What we’re left with is a system in which, at least in some cases, AI systems of varying quality assess and reject applications that are often at least partly produced by other AI tools. To an outsider looking in, human resources has never felt less human, and this technological shift has significant implications for professionals seeking work.

As MyPerfectResume career expert Jasmine Escalera concluded, referring to her firm’s research: “Job-seekers must now navigate a system where visibility depends on how well they align with algorithmic criteria, not just human judgment.”

So, what can you do about the rise of AI in recruitment processes? Three areas are key to securing the job of your dreams: using AI tactically, demonstrating business benefits, and adding a human touch.

1. Work with AI, not against it

While Capel recognized that many candidates are now using AI to refine their CVs, which raises the overall standard of applications, that’s not always the case.

Some applicants make basic formatting and language errors that an overreliance on AI can exacerbate. Capel suggested three key tactics.

Also: Forget productivity: Here are 5 strategic shifts that drive real AI value

First, avoid formatting mistakes that AI screening tools struggle with. Many AI tools can’t read CVs saved as image files or flattened PDFs.

“This issue often results in a blank reading where the AI cannot extract any text at all. Two-column layouts can also confuse less sophisticated models,” he said.

“Use a standard text-based PDF or Word document and keep the layout simple so the content can be read accurately.”

Second, balance keywords with context. Capel said keyword stuffing remains one of the biggest mistakes candidates make, particularly among IT professionals.

“Listing every tool, language, or methodology without explanation is a red flag for both AI and human reviewers,” he said.

“The strongest CVs combine essential keywords with context that explains how those technologies were used and what impact they had. This approach helps both simple and advanced AI models understand the depth of your experience.”

Also: Why I ditched Copilot for Claude in Word, Excel, and PowerPoint – and how you can, too

Third, use AI to enhance your CV, not write it for you. Capel said many recruiters can quickly spot a fully AI-generated CV. Common giveaways include inconsistent spelling, switching between first and third person, and using identical structures across every job.

“AI is a powerful tool to improve clarity, but your CV should still sound like you,” he said. “Make sure the achievements, tone, and examples reflect your real experience so the person they meet at interview matches the person on the page.”

2. Show repeatable business benefits

Stephen Wood, chief operating officer at Rathbones Asset Management, told ZDNET that the big mistake most people make when writing CVs or letters of interest for roles is that they focus on the tasks they’ve completed rather than the business outcomes they’ve delivered.

Wood suggested a different approach: focus on benefits and repeatability.

“What managers want to know is one, did the thing you do have some material benefits, and what were those benefits? And two, do you have a structured process you can bring to another environment that will help you be successful by delivering similar benefits?”

Also: Worried AI agents will replace you? 5 ways you can turn anxiety into action at work

Wood said it’s important to add depth to this two-pronged approach and demonstrate your role in delivering business benefits. Don’t leave an employer thinking that the great things you achieved are simply the byproduct of a much greater team effort.

“As a manager, you don’t know someone’s strengths unless a candidate can show demonstrably that they’ve actually got a process to show how they approach things successfully on a day-to-day basis and a structure that means that they can bring this approach into different workplaces,” he said.

“When you see stuff that has a material business benefit, then that stands out for me way above someone’s AI-enabled CV with a load of buzzwords in it.”

That approach resonated with Harvey Nash’s Capel, who said that, for technical roles, it is no longer enough to describe what you built.

Also: Job hunting? 5 ways you can stand out in 2026 – and beat AI screening tools

“Hiring managers and AI models are increasingly looking for evidence of commercial awareness,” he said.

“Highlight how your work created value for the business, such as cost savings, efficiency improvements, revenue growth, or enhanced user experience. This mix of technical detail and business impact is becoming essential.”

3. Add a human touch

Louise Newbury-Smith, head of UK&I at technology specialist Zoom, recognized the rise of AI in recruitment processes and said her organization, like so many others, uses AI to help analyze applications.

She told ZDNET that professionals who want to beat the AI algorithm and get the job their heart desires with a company like Zoom must ensure they’re answering the exam question, tightly connecting their capabilities to requirements: “You need to be truly looking at your skills match to make sure that you get through to the next stage.”

Also: The secret to AI job security? Stop stressing and pivot at work now – here’s how

Newbury-Smith encouraged people to think outside the box and add a human touch by reaching out to recruiting managers.

“Don’t forget the human connection. If somebody is applying for a role, should they apply to that role through the standard recruitment process, or should they look at who that role is important to, and then reach out directly and get themselves noticed?” she asked.

“You’ve got to show something of your personality in these processes. People want to know who you are and what’s important to you. So, yes, follow the recruitment process, but also think about where you can add value as well.”

Capel echoed similar sentiments, suggesting that, in a crowded labor market, your individuality is a differentiator.

“A simple personalized message to the recruiter or hiring manager on LinkedIn to say you have applied and why the role interests you can help you stand out from hundreds of applicants,” he said.

“This approach signals genuine intent and separates you from generic, AI-assisted applications. The CV is only the starting point. Thoughtful human connection can take you further.”