Just when you thought AI’s impact on job losses couldn’t get any bleaker, nearly seven in 10 employers plan to use AI in the next year to screen and reject candidates without human intervention or supervision, even conducting full interviews, according to the findings of a recent Take the Builder survey again of nearly 1,000 business leaders in October.

By now, it’s a well-known fact that most companies and hiring managers use AI at some point in their hiring processes, especially when it comes to the proverbial ATS (applicant tracking systems) that can scan candidates’ resumes and i can fit depending on the skills and keywords the recruiter is looking for.

How employers will use AI for hiring in 2025

However, based on the findings of this eye-opening study, it appears that the use of AI in hiring will become more common than job candidates may be comfortable with and will be used in more aspects of the hiring process, especially as which companies are stepping up their hiring plans and attracting a large number of applicants globally.

Here are the estimated numbers:

• Retake the exam—83%
• Candidate Assessment Analysis—69%
• Scanning social media and personal websites—47%
• Chatbots to communicate with candidates—39%
• Enrollment of new employees—36%
• Conducting interviews—19%

It is clear that the largest percentage of use cases for AI in the hiring process are for reviewing resumes (as has been the case for a long time) and assessing a candidate’s suitability for the role based on the completion of assessments.

This raises a significant problem: AI tools in employment are subject to bias and discrimination. And hiring managers know this. Almost all survey respondents agreed that AI always, often, or occasionally produces biased recommendations when evaluating candidates, including being susceptible to age, gender, socioeconomic, and racial/ethnic biases.

Additionally, hiring managers and talent leaders who plan to increase their use of AI in hiring by 2025 are concerned that in addition to bias, AI could exclude qualified candidates (56%), which of course is closely related to bias and also to cause a reduction. in the candidate’s experience (21%).

However, on the positive side, although a collective 70% of employers use AI to automatically reject candidates at the initial stage (one in five of these employers use AI to automatically reject candidates at all stages of the hiring process without human review) , this figure will decrease slightly in 2025. However, the number of employers using AI during the hiring process to help them reach their final decision will increase in 2025 compared to this year.

How to Beat ATS and AI Recruitment Tools in 2024/2025

So how can you effectively combat the obstacles posed by AI hiring tools and ensure your application is free from bias?

Here are some solutions:

• Use AI tools to help you prepare for interviews, such as (example list).
• Use AI resume builders to guide you through the resume writing process and help you create an ATS-friendly resume template.
• Be proactive in networking and building relationships with professionals at every level in your industry, from decision makers (potential hiring managers) to those working as close to your desired role as possible. Word of mouth and tapping into the ‘hidden job market’ before roles are posted, connecting you with the right people and recommending them, will put you ahead of the competition and increase the likelihood of your application being viewed and processed by a real person instead of a robot.
• Finally, don’t be afraid to try unconventional methods like sending a speculative application via email (another way to tap into the hidden job market).

While there’s only so much you can control as a job seeker, by following the tips above and doing your best to be creative and think outside the box, you’ll grow your the chances of getting a job. application and hiring stages.