Am I About to Get Buried in AI-Generated Applications?

A: The short answer? Probably not. 

 

AI is certainly changing the way people apply for jobs. Many candidates are using it to polish resumes, tailor applications, and draft cover letters. But despite headlines, most employers aren’t finding themselves overwhelmed by armies of AI bots. 

 

What they’re experiencing is something much more familiar: a lot of applicants. 

 

The reality is that in today’s market, many organizations are hiring cautiously while a large number of job seekers are actively looking for work. When there are fewer openings and more people competing for them, applications go up. A lot. And many of those applications come from real people who are applying broadly, sometimes without reading the job description particularly closely. 

 

That’s why one of the best ways to improve applicant quality isn’t fighting AI — it’s adding a little thoughtful friction at the top of the funnel. 

 

If you’re posting on LinkedIn or Indeed, consider turning off Easy Apply. Make sure your minimum requirements are meaningful and clearly stated. If you’re asking for a cover letter, don’t just ask for a generic introduction. Tell candidates what you’d like to learn from it. Maybe it’s why they’re interested in the role, how they’ve used a specific software platform, or what experience they have in a particular area.  

 

The goal isn’t to make applying difficult. It’s to encourage candidates to pause long enough to determine whether the opportunity is actually a fit.  

 

We’ve also found that the most useful screening criteria tend to be concrete and easy to identify. If experience with a specific software system, certification, or skill is essential, say so clearly. Candidates who are mass-applying often won’t take the time to customize their materials around those requirements, which makes it easier to identify stronger matches. 

 

As for AI-generated applications? They’re usually not as difficult to spot as people fear. The truly spammy submissions tend to be wildly off target, fail to follow instructions, or bear little resemblance to the role being advertised. In many ways, they’re not that different from the irrelevant applications employers received before AI entered the picture.  

 

If you’re preparing to post a role, don’t spend too much time worrying about robots taking over your applicant pool. Instead, focus on creating a clear job description, defining your must-have qualifications, and designing an application process that encourages candidates to be intentional.  

 

Because the biggest challenge most employers face today isn’t AI — it’s finding the right people in a market where a lot of people are looking. And fortunately, the fundamentals of good hiring still apply.