Artificial Intelligence (AI) is set to make huge changes to the workforce in the next few years. Beyond the hypotheticals about which jobs will be replaced by AI, employers are using AI as early as the application process to review resumes before scheduling in-person interviews. The interview process itself is not immune to AI either. As the industry adapts and pivots to the changes brought by AI, employees and applicants need to be aware of how AI may change employment opportunities.
As of 2025, approximately 87% of employers use AI in at least one stage of their hiring process, with resume screening being the most common application. The AI used to review resumes is collectively known as Applicant Tracking Systems (ATS), software that scans for keywords and skills. Tools like HireVue, Paradox and Indeed Talent Scout offer advanced AI screening for skills, context and even interviews to help companies filter candidates. While AI promises an idealistic future, the reality is a chaotic competition driven by automation, leaving both employers and applicants feeling more exhausted than empowered.
Resume screening
Companies are turning to AI primarily to handle the volume of applications, which has increased by 51% since generative AI tools became mainstream. AI can reduce time to hire by up to 75%. AI reads a resume in milliseconds, while humans take an average of 23 seconds. Despite this speed, 2025 data shows that 76% of hiring managers find it harder to assess if a candidate is “authentic.” Because everyone is using AI to polish their resumes, every candidate looks “perfect” on paper, making it harder to find the “right” person.
Keyword-based AI parsing
AI parsing extracts data from resumes and matches it against job descriptions using specific keywords, leading to a strategic “cat-and-mouse” game. Roughly 65% of job seekers now modify their resumes specifically to appease algorithms, sometimes removing genuine achievements to make room for buzzwords. A 2025 study reveals that while AI can improve hiring fairness, it can also mirror historical biases. Without proper “debiasing,” some models favored white-associated names 85% of the time, compared to just 9% for Black-associated names.
Interviewing and AI
Both employers and applicants now have access to AI tools during virtual interviews. Applicants can use AI platforms to “listen” to the interview and provide scripted responses that may appeal to the interviewer. These tools can be tailored to specific interview types, assisting with content knowledge, behavioral questions and in-the-moment skill assessments. Meanwhile, interviewers have access to AI platforms that analyze body language, eye movement and responses to corroborate the candidate’s veracity and enthusiasm.
Student awareness
The most “AI-aware” generation is also the most skeptical. While 90% of students use AI for schoolwork, only about 33% of graduating seniors report using AI for their job search. About 16% of students avoid using AI in applications because they fear employers will discover it and disqualify them. Conversely, 46% of Gen Z hiring managers have “caught” candidates using AI to cheat on assessments. Many students feel that the “humanity” has been stripped from the process. They aren’t just applying for jobs, they are trying to solve an algorithm.
The reality check
AI has the potential to transform hiring, but the reality is messy. Recruitment has devolved into an automated arms race. Applicants use AI to spam resumes, while employers use AI to filter them out.
At its best, AI is consistent and meritorious. At its worst, it automates poor judgment and hides bias behind a “math” facade. Technology is powerful, but using it to replace human connection risks a permanent crisis of trust.
Toolbox Resources
The NJEA Technology Committee
| Sabina A. Ellis, chair | Essex County |
| David Ahn | Bergen County |
| Christopher Bowman | Burlington County |
| Patricia M. Martel | Camden County |
| Jonathan A. Gonzalez | Cumberland County |
| Salvatore A. Randazzo | Gloucester County |
| Daniel G. Abbadessa | Hudson County |
| Deana Baumert | Monmouth County |
| Raymond A. Vikete | Morris County |
| Lori E. Lalama | NJREA |
| Melissa Krupp | Ocean County |
| William A. Krakower | Passaic County |
| Christopher J. Cook | Sussex County |
| Jasmine Y. Slowik | Warren County |
| Dr. Kim Pinckney | Staff contact |
| Tamanyka Booker | Associate staff contact |