Job hunting feels broken for a lot of people. You spend hours tweaking your CV, applying to roles, and waiting for replies that rarely come. At the same time, companies are overwhelmed by hundreds of applications, most of which aren’t a fit.

AI is changing how this process works for both sides. Employers use it to filter, rank, and even interview candidates. Job seekers are starting to use it to find and apply to better roles. The shift is already here. If you’re looking for a job now, you’ll feel it.

This article breaks down how AI is shaping hiring, where it helps, where it creates problems, and what you can do about it.

How companies use AI in hiring today

Recruiters deal with thousands of applications for popular roles. It’s simply not possible for a human to read them all. That’s where AI steps in. Most large companies already use AI-powered tools in their recruitment process, and smaller firms are following quickly.

The most common applications of AI in hiring are:

1. CV screening – software scans applications for keywords that match the job description. If the system doesn’t see the right words in your CV, it’s unlikely a recruiter will ever read it.

2. Job ad targeting – algorithms decide which openings you see and which ones never reach you.

3. Scheduling and chatbots – companies use AI assistants to handle interviews and answer routine questions.

4. Video analysis – some platforms score tone, language, and even facial expressions in recorded interviews.

5. Predictive assessments – your test results are used to forecast how well you’ll perform in a role.

For companies, this technology means speed and scale. But for candidates, it introduces a new layer between you and the person making the final decision. You might be rejected long before a human sees your name.

What this means for you as a job seeker

The way AI is used in hiring changes the rules of job hunting. Instead of thinking only about impressing a hiring manager, you first need to pass through a digital filter. That means language and formatting matter in ways that weren’t as important a decade ago.

If a job description calls for “project management experience,” your CV should use those words. Writing “team coordination” or “oversight” might sound better to you, but an AI system may not connect the dots. Formatting can also block you. Over-designed CVs with graphics and unusual fonts are often unreadable to screening systems.

The bigger issue is that you might never get feedback. In many cases, a rejection doesn’t mean your application wasn’t good. It means it didn’t pass the system’s filter. That can leave job seekers feeling invisible. And because AI systems learn from past hiring data, they can carry existing biases forward. Instead of removing unfairness, they sometimes replicate it at scale.

For someone actively applying to dozens of roles, this reality can be frustrating. But once you know how the system works, you can adapt your approach.

How AI is helping job seekers too

It’s easy to feel like AI is working against you, but there’s another side to the story. The same technology companies use to filter candidates can also make the search easier for job seekers.

Think about the ways it can support you:

• Finding better-matched roles. Instead of scrolling endlessly, AI can recommend opportunities that actually fit your skills and interests.

• Saving time. You don’t need to apply to 100 jobs when you can focus on the right 5 or 10.

• Improving your materials. Some tools highlight weak spots in your CV and suggest clearer wording.

This combination makes the process less overwhelming. And while AI writing tools shouldn’t replace your own voice, they can help you draft cover letters or restructure your CV faster.

This is where Via comes in. The platform uses AI to recommend the top five roles that best match your profile. Instead of wasting energy on irrelevant applications, you can focus on opportunities where you’re more likely to be noticed.

How to adapt and stay ahead

The job market is always changing, but AI raises the stakes for how you prepare and apply. A few strategies make a big difference.

Start with your CV. Think of it as a document for both machines and humans. Keep the design simple, use clear section headings, and match your wording to the job description. This doesn’t mean stuffing in keywords randomly, but it does mean using the same phrases the company uses.

Next, treat AI tools as allies. Use them to identify roles that match your experience, or to draft application materials you can refine. Even a basic CV checker that compares your resume against a job description can highlight gaps you might not notice.

Another shift is in mindset: quality beats quantity. The old advice to apply everywhere rarely works when AI filters are in place. You’re better off sending five strong, tailored applications than fifty generic ones.

It also helps to prepare for AI-driven interviews. If you’re asked to record answers to pre-set questions, practice speaking clearly and avoid rambling. Recruiters usually use these tools as an additional filter, not as the final word, but it still pays to show confidence.

Finally, don’t forget the human side of hiring. AI can filter CVs, but it can’t replace personal connections. Networking, referrals, and thoughtful follow-ups still matter. A recommendation from someone inside the company often bypasses automated systems entirely.

The risks and trade-offs

AI in hiring isn’t perfect, and it’s important to see the risks clearly. False rejections are common. You might be a great fit but never make it past the keyword filter. Bias is another concern. If the system was trained on biased data, it may prefer candidates who look like past hires, reinforcing old patterns.

The bigger challenge is transparency. Companies rarely explain why you didn’t move forward, and when AI is involved, the reasoning can be even harder to uncover. That leaves many job seekers second-guessing themselves.

There’s also a temptation to rely too heavily on AI when applying. Recruiters can tell when a cover letter is fully AI-generated, and generic applications don’t stand out. The better approach is to use AI to save time while still making sure your personality and story come through.

What the future of hiring looks like

AI won’t replace humans in hiring. But it will continue to take over repetitive tasks like scanning CVs, scheduling, and handling first-round assessments. This makes the early stages of the process more automated than ever before.

For job seekers, the first hurdle is likely to be an algorithm rather than a person. That means three things:

1. Customization and clarity matter more than ever.

2. Volume is less useful than precision.

3. Human storytelling still has an edge.

Sending out as many applications as possible isn’t the best strategy anymore. What matters is whether your application fits the job, both in the eyes of the system and the people behind it.

Conclusion

AI is changing how hiring works, whether you like it or not. Companies rely on it to process huge volumes of applications. Job seekers can use it to find better roles and save time.

If you’re feeling stuck, the answer isn’t to apply harder. It’s to apply smarter. Focus on fewer, better-matched roles. Use AI to help, but don’t let it replace your voice.

The goal isn’t to beat the system. It’s to get in front of the right people. AI can help you do that if you know how to use it.