AI use grows in Australian job hunting but honesty concerns rise
One in four Australians have turned to artificial intelligence to draft their CV or cover letter when applying for jobs, according to research from people2people Recruitment.
The survey found that 25% of job seekers used AI technology to assist with application materials, equating to one in four candidates seeking digital support during the application process. Within this group, 14% admitted to frequent reliance on AI for tasks such as refining wording, improving structure, and assembling applications.
Generational differences
According to the research, the highest uptake of AI in job searching occurs among Generation X, with 33% - or one in three - making use of AI tools to support their applications. This suggests the stereotype of Gen X as digital late adopters may no longer apply in the context of job seeking and career advancement.
Among Millennials and Generation Z, 24% - nearly one in four - reported relying on AI to gain efficiency and convenience during their job search. The figure for Baby Boomers was 22%, meaning more than one in five in this cohort are also experimenting with AI for job applications. These findings challenge assumptions that older generations avoid digital solutions.
Concerns about honesty
The research also highlighted emerging concerns about honesty and the potential for misrepresentation. According to the findings, 35% of Australians have lied or exaggerated on a CV or cover letter, and 24% admitted to having done so on multiple occasions. This reveals a significant proportion of candidates who are willing to stretch the truth to increase their chances of securing an interview.
An overwhelming 90% of Australians surveyed believe AI makes it easier to be misleading on job applications, underlining the perceived double-edged nature of technological assistance. This worry is particularly pronounced among older candidates, with 96% of Baby Boomers expressing the belief that AI could be misused, suggesting heightened awareness of potential ethical risks among this group.
When surveyed about their personal worries regarding AI use, 33% cited "sounding fake" as their main concern, followed by "getting caught" (23%) and "accidentally lying" (12%). Notably, nearly one-third (32%) stated they had no fears at all when using AI to assist with job applications.
Recruiter viewpoint
Catherine Kennedy, New South Wales Managing Director at people2people Recruitment, said:
"AI can help candidates polish their applications, but employers are looking for authenticity. A CV or cover letter that sounds fake or over-engineered can raise red flags. AI should be used as an assistant, not a replacement for personal voice, accuracy, and honesty."
Kennedy highlighted that employers are aware of AI-written applications and are adapting their processes accordingly:
"Hiring managers are becoming more alert to AI-written applications, and many now run extra screening or verification steps. Candidates who rely too heavily on AI risk being overlooked before they even get to interview. The most successful applications are still the ones that feel real and human."
Guidance for candidates
people2people offered several recommendations for job seekers who use AI tools for their applications. These included using AI primarily for structural and grammatical suggestions while ensuring the content, tone, and details remain personally accurate. The recruitment firm advised all candidates to fact-check thoroughly, as AI-generated text can include fabricated details. It also recommended personalising applications for the specific role and employer and cautioned against over-reliance on AI-generated content, warning that exaggerating experiences can harm job prospects.
Reflecting on the growing role of AI, Kennedy said:
"AI is here to stay, and job seekers are embracing it. But trust is the currency of recruitment – and if candidates misuse AI, they risk damaging their credibility before they even reach the interview stage."