Artificial intelligence is revolutionizing the recruitment, screening, and hiring processes of companies. From resume screeners to automated interviews, AI tools are rapidly becoming the standard in human resources, and job seekers are taking notice.
To better understand how Americans feel about this shift, a national questionnaire of 1,000 people, including both currently employed workers and active job seekers, was conducted on behalf of Aurora University. The questionnaire aimed to explore how algorithmic hiring impacts applicants and employers and to provide a practical guide designed to help students, recent graduates, and professionals prepare for AI-driven hiring processes. The following report outlines the concerns and strategies of today’s workforce, providing timely insights into how AI is transforming the path to employment.
Key Takeaways
- 84% of Americans believe companies should be required by law to inform applicants when AI is used in hiring.
- 56% of Americans feel uncomfortable with algorithmic hiring tools in the application process, with job seekers (65%) more likely than employed Americans (50%) to feel this way.
- Over one in two Americans (52%) would be less likely to apply to a job if they knew AI would be used to screen resumes.
- 44% of job seekers believe they are competing equally against other applicants and hiring algorithms.
- 34% of job seekers have altered their resumes specifically to pass AI screenings.
- 34% of job seekers have used AI tools to help them write a resume or cover letter.
How Comfortable Are Americans With Algorithmic Hiring Tools?
Public opinion on the use of AI in the hiring process is split. While some job candidates see algorithmic hiring tools as efficient, many remain uneasy about how these systems evaluate people. Concerns around transparency, fairness, and accuracy continue to shape how Americans perceive automation in employment decisions.
A majority of Americans (84%) said they believe companies should be legally required to disclose the use of AI during the hiring process. More than half (56%) reported feeling uncomfortable with algorithmic hiring, with job seekers (65%) being more likely than employed Americans (50%) to say so.
Among all questionnaire participants, discomfort with AI hiring tools varied by demographic. Gen Z (61%) was the most likely to feel uneasy about hiring algorithms, compared to 55% of millennials and Gen X. Women (58%) expressed greater discomfort than men (53%).
Over half of Americans (52%) also said they would be less likely to apply to an open position if they knew AI was being used to screen resumes. Only 51% felt that chatbots used for scheduling or communication could fairly evaluate candidates. Just 33% expressed trust in resume-screening software, and fewer still had confidence in AI-powered personality/cognitive assessments (25%) and automated video interview scores (20%).
Human judgment remains a key concern. Job seekers worry that algorithmic bias and limited datasets can skew the assessment of competencies and soft skills, particularly for people with nontraditional work experience. Fears around employment discrimination also persist, with 30% of Americans avoiding jobs they knew involved the use of AI, and 25% ghosting employers after discovering interviews were automated.
How AI Tools Are Expanding in Hiring
According to a Resume Builder survey of business leaders, half of U.S. companies already use AI in their hiring process, and that number is expected to climb to 68% by the end of 2025. Employers said they plan to use AI the most often for reviewing resumes (83%) and conducting candidate assessments (69%).
However, AI is also spreading far beyond initial screenings. Entire interviews are already conducted by AI at 24% of companies, a figure expected to rise to 29% by late 2025. Looking ahead, hiring managers anticipate even wider adoption of advanced tools, with many planning to use AI to do the following:
- Generate interview questions (76%)
- Collect facial recognition data (63%)
- Analyze candidates’ language during interviews (62%)
- Transcribe conversations (60%)
- Assess tone, word choice, or body language (59%)
While AI offers the potential for more data-driven hiring decisions, skepticism remains. There are concerns about how machine learning and natural language processing tools interpret communication and measure job performance. It also raises questions about bias and fairness in hiring practices, including the risk of disparate treatment when algorithms evaluate candidates.
In fact, 63% of Americans questioned on behalf of AU felt that algorithmic hiring tools made the hiring process less fair. Their concerns underscore the risk that human biases embedded in datasets may influence outcomes, leading to flawed correlations and limiting fair decision-making. As companies expand their use of AI, job seekers are responding with strategies of their own.
The Steps Job Seekers Take to Outsmart AI Hiring Tools
As AI-driven hiring becomes more widespread, job seekers are adjusting their strategies to increase their chances of connecting with human recruiters. These adjustments underscore the increasing influence of automation on the hiring process and the adaptability of applicants responding to these changes.
Forty-four percent of job seekers felt they were competing equally against hiring algorithms and other applicants. In response, 34% reported modifying their resume specifically to pass AI screening tools. This tactic was used more frequently by Gen Z (42%) than by millennials (36%), baby boomers (27%), or Gen X (26%).
Job seekers are also embracing automation themselves: 34% said they have used AI tools to help write a resume or cover letter. One common strategy is copying keywords from job listings directly into a resume. This was especially popular among Gen Z (41%), followed by millennials (37%), Gen X (30%), and baby boomers (19%).
Some are also leveraging AI for interview preparation. One-third of job seekers said generating interview answers with AI led to more callbacks than any other tactic. Others practiced for AI-based assessments (27%) or searched online for tips on how to beat automated video interviews (25%).
Navigating AI in Hiring
AI now touches nearly every step of the hiring process, from resume screening to final interviews. For students and job seekers, this shift can feel intimidating, especially when automated tools decide who is seen by a recruiter.
At the same time, many employers view AI as a means to create more efficient and equitable systems. The best path forward is learning how to work with these tools, rather than trying to fight against them.
Guide for Job Seekers
For students and recent graduates entering the job market, AI doesn’t have to be a roadblock. With the right strategies, you can improve your visibility and increase your chances of moving past automated filters. Top tips include:
- Keep your LinkedIn profile up to date and aligned with your career goals.
- Use AI-driven resume checkers to scan for keywords and formatting issues.
- Apply clear, measurable achievements to highlight competencies.
- Engage directly with recruiters to ensure your application reaches human decision-makers.
- Invest time in networking and professional communities.
As Merit America explains, combining networking with technology-enabled self-promotion increases the likelihood that job applicants will progress through the hiring funnel.
How to Tailor Your Resume and Cover Letter for Hiring Tools
With AI hiring tools often acting as the first screen between you and a recruiter, you will need to format your documents with both algorithms and humans in mind. Simple adjustments can make your application more likely to pass through automated filters:
- Match language from the job description by naturally incorporating key skills and qualifications.
- Highlight measurable, job-related achievements instead of vague responsibilities.
- Use clear section headings (such as “Work Experience” and “Education”) so that AI systems can read them accurately.
- Avoid graphics, images, or unusual fonts that can confuse automated resume scanners.
- Write concise cover letters that emphasize competencies and problem-solving, while keeping formatting simple.
Even small changes can enhance how AI evaluates your application and increase your chances of advancing in the hiring process.
Best Practices for Employers
Employers and HR leaders are also navigating how to use AI responsibly. While automation can increase efficiency, companies must balance it with fairness and accountability standards. Best practices include the following:
- Regularly audit AI hiring tools for bias, using systems that explain how decisions are made and transparency dashboards that make results easy to monitor.
- Combine automation with structured human evaluation to maintain fairness.
- Use feedback from applicants, hiring managers, and other stakeholders to continuously improve AI systems and strengthen trust in the hiring process.
According to a recent study by HireVue, 57% of workers trust AI to reduce bias but emphasize that human judgment is essential for assessing factors such as soft skills and nuanced qualities. Balancing automation with human review also supports mitigation, helping employers reduce bias and build fairer hiring systems.
Taking Your Next Step With Confidence
AI may feel like it adds another layer of stress to the job hunt, but it doesn’t have to hold you back. Knowing how these tools work can help you feel more prepared and less discouraged when applying.
As you build your career, focus on the basics you can control: crafting clear resumes, preparing for interviews, and networking with people in your field. With those habits, you’ll be well-prepared to move past the technology and demonstrate the value you bring to employers.
Methodology
A questionnaire of 1,000 Americans in the job market was conducted only on behalf of Aurora University to explore how Americans feel about the increasing use of algorithmic hiring tools, such as resume screeners and automated interviews. Among respondents, 60% were employed, and 40% were actively seeking a job. Data was collected in September 2025. This is a non-scientific, exploratory questionnaire and is not intended to represent all employed Americans or job seekers.
This report also utilizes U.S. data sources and recent labor market research to provide HR professionals and job seekers with a practical guide on how to navigate algorithmic hiring.
About Aurora University
Aurora University offers a comprehensive array of online degree programs designed to support adult learners at every stage of their academic and professional journeys. Undergraduate options include:
- Business Administration (BS)
- Business Management (BA)
- Criminal Justice (BA)
- General Studies (BA)
- Healthcare Administration (BS)
- Psychology (BA)
- Social Work (BSW)
At the graduate level, Aurora offers multiple fully online options, such as:
- Master of Business Administration (MBA)
- Master of Public Administration (MPA)
- Master of Social Work (MSW), with traditional and advanced standing tracks
- Exercise Science (MS)
- Educational Leadership – Principal Endorsement (MA)
Each program is tailored to fit around work and personal commitments and is taught by practitioner-based faculty who bring real-world expertise to the virtual classroom. Aurora University delivers a personalized, student-first experience that reflects its supportive small-college environment.
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