by Ali Nasir
Published Apr 15, 2025
Jobseeking and the use of AI
Artificial Intelligence (AI) is playing an increasingly significant role in the recruitment market, both for job seekers and employers. While AI tools offer undeniable benefits, they also present unique challenges that need to be navigated carefully. What is the impact of AI on job seekers in the Gulf?, the issues, strategies for standing out, and the potential future of AI-driven recruitment.
It’s easy to see the appeal of AI for job seekers when crafting resumes and applying for jobs online. AI tools can be incredibly helpful, particularly for individuals with dyslexia or other literacy challenges, as they can level the playing field, enabling them to effectively showcase their achievements and qualifications. The allure of a polished application with keyword-rich cover letters is understandable. However, the widespread use of AI in application creation has led to a surge in “bulk applications,” often auto-generated and time-consuming to sift through.
A significant issue arises when a large percentage of applicants rely heavily on AI. This leads to a lack of authenticity, making it difficult to distinguish genuine qualifications and experience from over-enhanced profiles. Ironically, companies are now employing AI-powered tools to filter these applications, searching for overused keywords and language indicative of generated content. Consequently, qualified candidates risk getting lost in a sea of automated submissions. This situation presents a double-edged sword, as hiring managers also grapple with utilizing AI efficiently and ethically.
How can job seekers stand out in an AI-driven landscape?
If a candidate’s background is non-traditional or they are applying for roles in emerging industries, an over-reliance on AI for sorting applications can backfire. While using AI to identify relevant keywords and tailor applications for initial screening is a good starting point, it shouldn’t be viewed as the ultimate solution. Over-dependence on AI can hinder a candidate’s chances and waste valuable time.
Job seekers must strike a balance, combining technological tools with the authenticity of the human touch. They need to showcase their unique experiences and achievements that cannot be replicated by AI. A great application should contain a compelling mix of experience and accomplishments that sets a candidate apart. While it might be possible to “fake” certain aspects in the initial stages, ultimately, the person behind the application will always be the deciding factor. The proof is in the person and always will be.
Looking ahead, an over-reliance on AI by both job seekers and recruiters is likely to make it harder for exceptional candidates to shine. Employers are already re-evaluating their hiring processes, exploring traditional referral schemes, establishing guidelines on AI usage, and returning to fundamental evaluation methods. Faster hiring cycles and reduced talent acquisition costs are potential benefits of AI-enabled recruitment, provided it’s managed effectively. However, for candidates, this trend could lead to longer job searches and various personal and societal challenges. Prolonged periods of unemployment can have negative consequences for individuals and the overall economy.
Job seekers should use a combination of the tech available to match the needs of any screening processes with the authenticity of the human touch, and the experiences and achievements only they can personally showcase. Candidates still need to set themselves apart in such a competitive market.
