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About one in three job seekers used AI to support their job search this year, according to Employ’s latest Job Seeker Nation Report—a deep dive into the perspectives of over 1,500 candidates navigating today’s hiring landscape.
That’s a 7-point increase from 2024. If you’re a recruiter, chances are you want to know which candidates are using AI, why they’re interested in using it, and in what ways. This year, respondents revealed it was primarily desk-based candidates, especially but not exclusively in sectors like software and finance, using AI in their job search.
These candidates are more comfortable with employers leveraging AI in hiring—often reflecting their own use of it during the job search. But that comfort comes with caveats. There are important nuances to understand, including the competitive pressure fueling interest in AI upskilling.
In this blog, we’ll break down how competitive job hunts are driving candidates to upskill in AI, the specific ways candidates and TA pros are using AI in the hiring process, and what these findings mean for your hiring strategy. Let’s get into it!
Competition and Job Hunt Burnout Fuel AI Upskilling
We know from this year’s report that candidates face more competition for desk jobs as opposed to frontline jobs.
The competitive market for desk work can lead to exhaustion: A significant majority of respondents revealed they were burned out from job searching—66%, to be exact. Burnout was especially high among workers in communications/marketing/advertising (100%), government (91%), clinical healthcare (81%), and restaurant/food service (80%) industries.
These workers, significantly more so than those in other sectors, are feeling the pressure of a competitive job market—and this year’s report shows a connection between the most burned-out workers and those likeliest to say they’re invested in upskilling to become more competitive job candidates.
For many job seekers, giving their skills a boost comes in the form of learning new and emerging tech, like AI. A clear majority believe it’s important to get trained in new technologies to improve their chances of landing a job this year. Breaking it down by demographics, Millennials are likelier than Gen Z to believe this training is important; and government and software, tech, and IT workers are likeliest to see value in this kind of training.
One thing nearly all active job seekers agreed on in this year’s report? The importance of being able to address skills gaps for employers: most think it can improve their chances of transitioning into a new role this year. These workers understand the market can be competitive—and rather than shying away from the challenge, they’re leaning in.
TA Takeaway
Recruiters can meet this momentum head-on. Highlighting opportunities for AI training and skill development in job descriptions—like whether time is allocated for learning—can help attract these ambitious candidates. And asking behavioral questions about how candidates have learned or taught themselves a new skill can help you dive even deeper and ultimately make the right match.
Both Candidates and Recruiters Use AI—Just Not in the Same Way
Although many respondents indicated some level of comfort with employers using AI during the hiring process, this year’s report revealed nuances that can help recruiters better meet talent expectations—and understand how candidates use it themselves to find their next role.
Candidates aren’t all using AI the same way, but finding or matching with relevant job listings emerged as the top way respondents used AI in 2025. We saw some interesting year-over-year shifts we’ll be keeping an eye on for 2026: Fewer candidates in 2025 are using AI to create their resumes than they did in 2024, but the number of candidates using it to write cover letters held steady year-over-year. On the flip side, when asked about companies using AI to screen resumes, over half of respondents said they were either somewhat comfortable or very comfortable with it.
Slightly fewer candidates in 2025 said they used AI to generate interview questions, but slightly more used it to evaluate their video interview style. This makes sense next to another finding from this year’s report: of the candidates who’d participated in an interview that was recorded, a majority indicated they were at least somewhat comfortable with it. Interestingly, Millennials reported the highest levels of comfort with a recorded interview—even more than Gen Z.
The right AI tools, like Employ’s AI Interview Companion, can help busy TA pros run more focused and structured interviews. This can give candidates a more fair and impartial experience. With 61% of respondents to this year’s report agreeing that a company using AI in hiring could help eliminate bias and make the process more equitable, it’s easy to see that leveraging the right tools can not only help recruiting teams save time, but also infuse the entire hiring process with more integrity—something we can see candidates are keeping an eye on.
TA Takeaway
The most successful recruiters build relationships with talent based on trust. Let candidates know how AI fits into your hiring process—and what it’s there to improve. When applicants understand the “why” behind the tech, they’re more likely to stay engaged and confident throughout the process.
The Bottom Line: Hiring Is Still Human
AI is a powerful ally—but it’s not a replacement for real people. This year’s report made that clear: while both candidates and TA teams are using AI, most job seekers (58%) still trust HR professionals over algorithms to guide them through the process.
Technology can enhance efficiency, reduce bias, and improve structure—but people remain in the driver’s seat. And that’s exactly where they should be.
Want the full story on how candidates are thinking about AI (and everything else in hiring). Download the 2025 Job Seeker Nation Report for deeper insights and data you can use.
