Has AI Changed How We Hire?

AI is undeniably reshaping the job market, not just how businesses operate, but how candidates present themselves. Generative AI platforms are making it easier for applicants to craft polished CVs, tailor cover letters, and create compelling personal statements.

According to research by Insight Global, 99% of hiring managers use AI in the hiring process, with 54% of them caring if a candidate uses AI to get a job. For some, knowing a candidate uses AI is positive, with 36% saying it shows expertise in AI and technology. For others it’s negative. 24% think it shows an applicant hasn’t put enough effort into the process, and 17% say it feels impersonal.

For Shelley Kendrick, Managing Director of Kendrick Rose, the difference is already noticeable in the Channel Islands. “Personally, I’ve noticed a shift,” Shelley explains. “Applications are cleaner, more articulate, and often strikingly well-aligned with the job description. That’s not necessarily a bad thing, but it does mean we need to look deeper. Authenticity, motivation, and cultural fit can’t always be captured by AI-generated prose.”

How Hiring May Need to Evolve

• Rethinking the selection process Are we placing too much weight on written materials? Practical assessments, portfolios, and real-world problem-solving tasks may become more important in separating great candidates from good ones.
• Reassessing cover letters If AI is assisting with them, are they still a reliable window into a candidate’s voice? Recruiters may need to focus less on polish and more on substance.
• Being transparent with candidates Should employers ask whether AI was used in the application? If so, how? This could help frame AI not as a shortcut, but as a tool like spellcheck or presentation software.

The Risk of Over-Reliance

While AI can enhance efficiency, it isn’t flawless. Hallucinated facts, generic responses, or missing soft skills can undermine otherwise strong applications. For employers, this means interviews and human interaction remain essential. For candidates, it’s a reminder that AI should enhance, not replace, your story.

When using AI in applications it’s important to consider your audience. A survey by Resume Genius of 1000 hiring managers in the USA found 89% of Gen Z hiring managers prioritise AI related skills. However, if you cheat, they’re also more likely to catch you out. 46% of Gen Z managers identified candidates using AI to cheat, compared to 32% for Millennial managers, 26% for Gen X, and 18% for Boomers.

Shelley said: “AI can be a powerful ally in recruitment, but only if we evolve our processes alongside it. It’s not about catching people out, it’s about understanding how they think, work, and grow in a world where digital assistance is part of the norm.”

Top Kendrick Rose Tips for Candidates in an AI-Shaped Market

• Let your personality shine through Use AI to polish, but make sure your voice and values come through.
• Tailor don’t copy Avoid generic templates. Personalise your application to the role and company.
• Be transparent If asked, don’t be afraid to say you used AI, it can demonstrate digital literacy and resourcefulness.
• Prepare for deeper interviews With more polished applications in circulation, hiring managers are probing further into real experiences.
• Use AI as a helper, not a substitute Let it assist with structure or grammar, but ensure your achievements and story come from you.

What Do Others in Jersey Think?

Between one to two thirds of candidates around the world may already be using AI in job applications.

According to Employ Inc 31% of job seekers have used AI in the application process in 2025 up 7% since 2024, with the biggest increase for roles in IT, finance, and the public sector. However, research suggests the figure may be much greater. According to the 2025 Market Trend Report by Career Group Companies, two thirds of candidates use AI in various aspects of the application process, from CV and cover letter writing to interview practice, career guidance, and even to improve their photos.

In a recent Kendrick Rose mini-poll, responses showed just how quickly attitudes are shifting:

• 23% – Have already used AI to support a job application
• 46% – Believe they can tell when AI has been used
• 8% – Are exploring it but haven’t applied with AI yet
• 23% – Have not used AI at all

(Mini-Poll on Linked In August 2025)

Shelley said: “AI is here to stay, and it’s changing recruitment on both sides of the table. For candidates, it’s a tool that can help applications shine, provided it doesn’t erase individuality. For recruiters and employers, it’s a signal to refine hiring practices, ensuring the human qualities that drive success such as creativity, empathy, and problem-solving aren’t lost in the process. At Kendrick Rose, we’re committed to supporting both candidates and employers in navigating this new landscape with confidence.”

If you’re curious about how AI might affect your career move or your hiring strategy, get in touch with our team at Kendrick Rose for a confidential chat.