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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