More than half of jobseekers believe they are being rejected by artificial intelligence before a human ever reviews their application, underscoring growing unease about the role of automation in hiring.

A survey found that 53 per cent of candidates suspect their applications have been filtered out by AI, while 46 per cent cite unfair rejection as a leading frustration. The perception is beginning to shape behaviour: 40 per cent say they have abandoned, or considered abandoning, applications where AI plays a prominent role — particularly when automated systems are used in early screening.

For some, the experience is alienating. David, a 37-year-old part-time bartender, describes AI-led interviews as “deeply impersonal”, noting the absence of feedback and human interaction. “It feels like you’re being filtered out,” he says, “and the effort you put in can be completely overlooked.”

Scepticism is most pronounced among younger candidates. Nearly two-thirds of Gen Z respondents believe AI is responsible for rejecting them in the early stages of hiring, while 53 per cent report frustration with perceived unfairness — higher than among millennials (47 per cent) and Gen X (46 per cent).

Even those initially resistant to the technology are adapting. Simon, a jobseeker, says he avoided AI-led interviews but has since reconsidered. “If AI is going to be a gatekeeper,” he says, “I may as well use it to help me get through those gates.”

Employers, meanwhile, have rapidly adopted AI tools in response to rising application volumes. More than four in five recruiters now use AI to accelerate hiring processes, with 28 per cent relying on it to manage high volumes of candidates. Yet confidence in its effectiveness remains tentative: just 36 per cent say it meaningfully improves speed-to-hire.

While recruiters report strong performance in administrative tasks such as drafting job descriptions and scheduling interviews, confidence drops sharply when assessing more nuanced qualities. Nearly three-quarters say AI struggles to evaluate cultural fit, and more than half doubt its ability to judge soft skills.

Lee Biggins, chief executive of CV-Library, warns that the findings reflect a broader concern. “Candidates have long felt the human touch is ebbing away,” he says. “AI can support recruitment, but it should not replace human judgement — particularly in decisions about people.”