The air in Anya’s small apartment hummed with the quiet whir of her laptop. It was June 2025, and the job market, as the latest report from Employ Inc. highlighted, was a different beast than it had been even a year ago. “Candidates’ Perspectives on Using AI in the Hiring Process,” the headline of the GlobeNewswire article read, and Anya knew exactly what they meant. She was one of the “1 in 3 job seekers” who now routinely incorporated AI into her search.
Anya, a seasoned marketing professional, had been feeling the burnout that 66% of job seekers reported. Applications, cover letters, endless scrolling through job boards – it was a relentless cycle. So, when she first heard about using AI, she was skeptical but desperate enough to try. Now, her AI assistant was a silent partner, helping her craft tailored resumes and cover letters, scanning for keywords that Applicant Tracking Systems (ATS) would prioritize, and even providing mock interview questions. It was a lifeline in a sea of competition, especially for “desk-based candidates in tech and finance,” a category she loosely fell into with her digital marketing background.
The report’s revelation that 61% of job seekers believed AI could reduce bias resonated deeply with Anya. She’d experienced the subtle, sometimes unconscious, biases in traditional hiring – the quick glances at a name or university, the assumptions based on age. AI, in theory, offered a more objective lens, focusing on skills and qualifications. Yet, a part of her, and 58% of other job seekers, still “trusted humans over machines.” There was something inherently comforting, and perhaps terrifying, about an algorithm deciding her fate.
Her latest application was for a role at “Innovate Solutions,” a company that proudly advertised its use of AI in recruitment. Anya knew her resume had passed the initial AI screen – her assistant had ensured optimal keyword placement. Now, she was preparing for a video interview, knowing an AI would analyze her responses, even her facial expressions and tone. It felt a little unnerving, like performing for an unseen judge.
But the report wasn’t just about candidates using AI. It also highlighted how companies were leveraging it. Recruiters were using AI for resume screening, candidate communications, and even generating interview questions. The goal, as Employ’s Chief People Officer, Stephanie Manzelli, stated, was to “enhance—not replace—human connection.” Anya hoped that was truly the case. She wanted to be seen, not just as a collection of data points, but as a person with passion and potential.
As she finished her interview prep, she thought about the “upskilling” trend the report mentioned. A significant number of burned-out job seekers, herself included, were investing in new skillsets, including AI literacy. It was a clear signal: adapt or be left behind. Anya was determined to adapt, to master this new landscape.
The interview itself was a blur of questions, some straightforward, others surprisingly nuanced. She did her best to be authentic, to let her personality shine through, even as she imagined the AI’s algorithms dissecting every word.
A week later, an email landed in her inbox from Innovate Solutions. It was an invitation for a second interview, this time with a human hiring manager. A wave of relief washed over her. The AI had done its job – it had opened the door. Now, it was up to her to forge that human connection, to demonstrate what the algorithms couldn’t fully capture: her drive, her creativity, and her unique perspective.
The report had painted a picture of a job market in flux, where technology and humanity danced an intricate pas de deux. Anya was ready to embrace the rhythm, trusting that even in an AI-driven world, the human element would always, ultimately, prevail.