How AI is Shaping Candidate Behaviour (and What It Means for Hiring Teams)

edenwhitcomb7
5 days ago
3 min read

At Peritus, we’ve been watching this shift closely. As AI becomes more embedded in the tools jobseekers use, we’re seeing a rise in both speed and scale but not always in quality. AI is clearly changing the landscape of hiring on both sides of the field.

So, what does this mean for hiring teams, and how can you adapt?

Application Volumes Are Surging- But So Is Noise

One of the most visible changes is sheer application volume. Thanks to tools like AutoApplyAI, candidates can now apply to hundreds of roles in just a few clicks. For employers, that can mean thousands of applications landing in your inbox overnight, many of which are AI-generated and often... underwhelming.

What used to be a relatively manual process (and a decent indicator of genuine interest) is now often a numbers game. Candidates are optimising for speed, not fit.

Generic Applications Are on the Rise

AI tools are being used to write cover letters, tailor CVs, and answer application questions. In theory, this could raise the bar but in practice, it’s flooding hiring teams with templated, impersonal responses.

We're seeing more applications that look polished on the surface but lack depth when probed further. Without the candidate’s own insight behind the answers, their ability to truly align with the role (or even explain their application) often falls short later in the process… ultimately leading to wasted time for organisations.

What Should Recruiters Watch For?

Hiring teams need sharper tools and instincts to separate signal from noise. Here are a few red flags that may point to heavy AI involvement in applications:

Identical or overly similar phrasing across multiple candidates
Stilted or robotic language
Sudden shifts in tone or unnatural formality
Unusual punctuation (we’re looking at you, excessive semi-colons)

Spotting these signs early helps avoid wasting valuable time later.

Balancing Tech with Tact

Let’s be clear, we are not anti-AI. Used well, it can enhance how candidates present themselves, especially those who may not have the writing skills to articulate their strengths. But context matters.

AI-generated content is only as good as the input and when candidates rely too heavily on tools to “do the work,” hiring teams end up making decisions based on packaging, not potential.

So what can hiring teams do?

How to Respond

Use your own AI wisely

Leverage AI-powered screening tools to help triage large volumes and spot inconsistencies. Look for platforms that analyse language, match skills contextually, and even highlight over-engineered responses.
Ask better questions

Add screening questions that require insight, not just facts. For example: “Tell us about a time you learned something difficult quickly, how did you approach it?” This prompts a level of self-reflection that AI can't easily fake.
Prioritise conversation over documentation

A short intro call can tell you more than a polished CV. It’s where real engagement shows up. Use early phone screens to test depth, curiosity, and cultural alignment.
Educate and support candidates

If you suspect overuse of AI, don’t dismiss the candidate outright. Instead, ask follow-up questions. If there’s substance behind the surface, they’ll engage. If not, that’s your answer.

AI is here to stay. But it's up to us to create hiring processes that still value authenticity, effort, and human judgement. At Peritus, we believe the future of talent acquisition isn’t just about more tech, it’s about smarter balance. And that starts with understanding the shifts in candidate behaviour and designing systems that keep people, not just prompts, at the centre.

Want to learn more about AI in Recruitment?

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