Artificial intelligence is becoming a bigger part of the hiring process. Companies are using AI to write job descriptions, find possible employees, and send messages to people looking for jobs. At the same time, job seekers are using AI to improve their résumés, write cover letters, and answer questions from employers.
AI can make the hiring process faster, but it is also causing a new problem. It is becoming harder to tell what is actually written by a person and what is written by AI.
LinkedIn, one of the biggest professional networking websites, has started taking this issue seriously. The company recently added a way for users to report posts that seem like low-quality AI-generated content, sometimes called “AI slop.” LinkedIn is also using technology to find content that seems repetitive or overly generated by AI.
This problem is not only about social media posts. AI is now being used in the actual hiring process.
For example, a company can use AI to write a job description in just a few seconds. Recruiters can also use AI to write messages and send them to many people at once. Some AI tools can even help recruiters find candidates who seem like a good match for a job.
This sounds helpful, and it can be. Recruiters can save time, and companies can find people faster. Job seekers may also find more job opportunities because companies can handle more applications.
However, there is also a downside.
A job description might sound like someone at the company carefully wrote it, even if most of it was created by AI. A recruiter might send a message that mentions a person’s work experience, making it seem like they personally looked at the person’s résumé. In reality, the message could have been automatically created by an AI tool.
Job seekers are doing the same thing.
Someone applying for a job can use AI to write a résumé or cover letter that sounds professional. They can also use AI to answer interview questions or write emails to recruiters. This can be useful for people who are not confident about writing, but it also makes it harder for employers to know how much of an application actually came from the candidate.
This means both employers and job seekers can use AI to make themselves look more prepared or more personal than they really are.
This creates a trust problem.
People looking for jobs want to know that the job they are applying for is real. They also want to know that a recruiter is actually interested in them. Companies want to know that candidates are being honest about their skills and experience.
AI does not mean that everyone is lying, but it can make it harder to know what is genuine.
Imagine getting an email from a recruiter that says they were impressed by your experience and think you would be a great fit for a position. You might feel excited and believe that someone at the company actually took the time to look at your background. But what if the message was created by an AI system that sent the same type of message to hundreds of people?
That can make the job search feel less personal.
There is also a bigger concern with fake job postings. Scammers can create fake company websites, fake recruiter profiles, and realistic job advertisements. AI can make these scams even more believable because it can quickly create professional-looking text and communication.
Because of this, job seekers should be careful when applying for jobs online. It is a good idea to research the company, check its official website, and make sure the job is actually listed there. People should also be careful about giving out personal information too quickly.
Some people in the recruiting industry believe the answer is not to simply use more AI to fight AI. Instead, they argue that the hiring process needs to put more focus on real connections between candidates and employers.
Sebastian Scott, CEO and co-founder of Clera, sees the problem from a different angle. Rather than focusing only on whether a job posting or message was created by AI, Scott argues that the bigger issue is whether the interaction leads to a genuine hiring conversation.
Clera describes itself as a talent agent that represents job seekers. The company uses AI to match candidates with potential jobs, but the goal is to move those matches into direct introductions between candidates and hiring teams. Its platform says candidates can be introduced directly to founders or hiring managers instead of simply submitting another application into a job board.
That approach reflects a larger idea that could become more important as AI spreads through recruiting. The goal should not necessarily be to remove AI from hiring. Instead, AI could be used to handle some of the repetitive work while making sure the important parts of the process still involve real people.
Scott’s perspective is especially relevant because AI can create more communication, but more communication does not always mean better communication. A candidate receiving 50 personalized-looking messages may actually feel less connected to employers if none of those messages lead to a real conversation.
Clera’s own description of its technology says AI handles tasks such as matching, research and preparation, while candidates decide which opportunities they want to pursue and companies make the hiring decisions.
Companies also have a responsibility. AI can help recruiters write job descriptions and messages, but people should still check what the AI creates. Someone at the company should know what the job actually involves and be able to answer questions about it.
The biggest problem is not that companies are using AI. The problem is when people rely on AI so much that they stop paying attention to what it is producing.
AI can make mistakes. It can also create information that sounds correct even when it is not. If a company uses AI to create a job posting without checking it, important details could be wrong or missing. This could cause confusion for people applying for the job.
As AI becomes more advanced, it could take on even more parts of the hiring process. An AI system might be able to find candidates, contact them, answer simple questions, and schedule interviews with very little help from a person.
That could make hiring much faster, but it could also make the process feel less personal.
Because of this, real human communication could become more important. A recruiter who takes the time to personally talk to someone might stand out. A job candidate who can explain their experience in their own words might also stand out from hundreds of applications that sound exactly the same.
AI is probably going to remain a part of the hiring process. There is no easy way to stop that, and there may not be a reason to. AI can be useful when it helps people do their jobs better instead of completely replacing human judgment.
The real question is how much of the hiring process should be left to AI.
When almost anyone can use AI to create a perfect-looking job posting, résumé, or recruiter message, being able to tell what is real could become more important than ever.
In the future, the most valuable part of a job application or recruiter message might simply be knowing that there is a real person behind it. As AI becomes more common, people may start to care less about perfect writing and more about honest communication.
Technology can help companies and job seekers connect, but it should not completely replace the human part of finding a job. After all, behind every résumé is a person looking for an opportunity, and behind every job posting should be a real company looking for someone to join its team.
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