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As AI continues to shape industries worldwide, it’s increasingly being used by job seekers to streamline their job search efforts. From crafting cover letters to tailoring resumes for specific roles, AI tools can help applicants optimise their chances of getting noticed. However, as more companies turn to AI-powered tools to screen job applications, a new challenge arises: how should employers handle applications generated or heavily influenced by AI? And, more importantly, what are the implications of screening out these applications—particularly when it comes to discrimination and fairness?
While the use of AI in recruitment can improve efficiency and consistency, screening out AI-generated applications can unintentionally lead to new forms of discrimination, amplifying existing inequalities.
AI Application Tools as Equalisers
For many job seekers, AI tools act as an equaliser in the competitive job market. These platforms help candidates—especially those without access to traditional job search resources—create polished, professional applications. AI-generated applications can help job seekers:
Refine their resumes, using keywords that match job descriptions.Optimise cover letters for a specific role.Tailor skills and experience to pass through Applicant Tracking Systems (ATS).
For
