Why Job Hunting Has Become Difficult: Applications Lead Nowhere

Jakarta — Artificial intelligence is not only impacting redundancies and unemployment, but also making it increasingly difficult to secure employment. Many companies are now utilising AI to screen new job candidates, effectively replacing human recruitment teams.

According to Fortune, significant changes in recruitment practices are already underway. AI personas will ‘meet’ job seekers before they can be interviewed by actual human recruitment staff.

Beyond initial screening, AI-based tools will evaluate candidates by scanning digital profiles, LinkedIn histories, portfolios and web footprints before recruiters even review resumes.

This approach can create unintended consequences related to negative digital traces, such as hateful comments on social media posts, reputational risks, and negative reviews on job search platforms — all of which may be considered by recruiters.

The report notes that 75% of resumes submitted for initial review are rejected by AI systems rather than by human recruiters. These rejections come from artificial intelligence-powered applicant tracking systems (ATS).

This explains why many job applicants submit applications to numerous companies yet never receive interview invitations or advance to subsequent stages.

However, AI’s impact is not entirely negative for job seekers. The technology can also be leveraged to transform how individuals navigate their own career paths.

For example, highly personalised AI career assistants can understand not only resumes and certifications, but also a person’s goals, challenges, ambitions and career progression trajectory. These assistants can track skill development and recommend learning pathways whilst serving as decision-making guides throughout the job search and career transition process.

Additionally, AI has the capability to customise job applications and prepare candidates for interviews. AI-powered career coaches can also assist in salary negotiations by building data-driven scenarios with realistic offers and anticipating potential objections candidates may face.