About one in three job seekers used AI to help their job search this 12 months, in line with Make use of’s newest Job Seeker Nation Report—a deep dive into the views of over 1,500 candidates navigating at the moment’s hiring panorama.
That’s a 7-point enhance from 2024. If you happen to’re a recruiter, likelihood is you wish to know which candidates are utilizing AI, why they’re occupied with utilizing it, and in what methods. This 12 months, respondents revealed it was primarily desk-based candidates, particularly however not solely in sectors like software program and finance, utilizing AI of their job search.
These candidates are extra snug with employers leveraging AI in hiring—typically reflecting their very own use of it through the job search. However that consolation comes with caveats. There are vital nuances to grasp, together with the aggressive stress fueling curiosity in AI upskilling.
On this weblog, we’ll break down how aggressive job hunts are driving candidates to upskill in AI, the precise methods candidates and TA professionals are utilizing AI within the hiring course of, and what these findings imply to your hiring technique. Let’s get into it!
Competitors and Job Hunt Burnout Gas AI Upskilling
We all know from this 12 months’s report that candidates face extra competitors for desk jobs versus frontline jobs.
The aggressive marketplace for desk work can result in exhaustion: A big majority of respondents revealed they have been burned out from job looking—66%, to be actual. Burnout was particularly excessive amongst staff in communications/advertising and marketing/promoting (100%), authorities (91%), scientific healthcare (81%), and restaurant/meals service (80%) industries.
These staff, considerably extra so than these in different sectors, are feeling the stress of a aggressive job market—and this 12 months’s report reveals a connection between essentially the most burned-out staff and people likeliest to say they’re invested in upskilling to grow to be extra aggressive job candidates.
For a lot of job seekers, giving their expertise a lift comes within the type of studying new and rising tech, like AI. A transparent majority imagine it’s vital to get educated in new applied sciences to enhance their possibilities of touchdown a job this 12 months. Breaking it down by demographics, Millennials are likelier than Gen Z to imagine this coaching is vital; and authorities and software program, tech, and IT staff are likeliest to see worth in this sort of coaching.
One factor almost all energetic job seekers agreed on on this 12 months’s report? The significance of with the ability to deal with expertise gaps for employers: most suppose it might probably enhance their possibilities of transitioning into a brand new position this 12 months. These staff perceive the market could be aggressive—and reasonably than shying away from the problem, they’re leaning in.
TA Takeaway
Recruiters can meet this momentum head-on. Highlighting alternatives for AI coaching and talent improvement in job descriptions—like whether or not time is allotted for studying—may help appeal to these formidable candidates. And asking behavioral questions on how candidates have realized or taught themselves a brand new talent may help you dive even deeper and in the end make the proper match.
Each Candidates and Recruiters Use AI—Simply Not within the Similar Means
Though many respondents indicated some degree of consolation with employers utilizing AI through the hiring course of, this 12 months’s report revealed nuances that may assist recruiters higher meet expertise expectations—and perceive how candidates use it themselves to search out their subsequent position.
Candidates aren’t all utilizing AI the identical method, however discovering or matching with related job listings emerged as the highest method respondents used AI in 2025. We noticed some attention-grabbing year-over-year shifts we’ll be maintaining a tally of for 2026: Fewer candidates in 2025 are utilizing AI to create their resumes than they did in 2024, however the variety of candidates utilizing it to jot down cowl letters held regular year-over-year. On the flip facet, when requested about corporations utilizing AI to display resumes, over half of respondents mentioned they have been both considerably snug or very snug with it.
Barely fewer candidates in 2025 mentioned they used AI to generate interview questions, however barely extra used it to guage their video interview fashion. This is sensible subsequent to a different discovering from this 12 months’s report: of the candidates who’d participated in an interview that was recorded, a majority indicated they have been a minimum of considerably snug with it. Apparently, Millennials reported the very best ranges of consolation with a recorded interview—much more than Gen Z.
The fitting AI instruments, like Make use of’s AI Interview Companion, may help busy TA professionals run extra targeted and structured interviews. This may give candidates a extra truthful and neutral expertise. With 61% of respondents to this 12 months’s report agreeing that an organization utilizing AI in hiring might assist get rid of bias and make the method extra equitable, it’s straightforward to see that leveraging the proper instruments can’t solely assist recruiting groups save time, but additionally infuse your complete hiring course of with extra integrity—one thing we will see candidates are maintaining a tally of.
TA Takeaway
Essentially the most profitable recruiters construct relationships with expertise primarily based on belief. Let candidates understand how AI suits into your hiring course of—and what it’s there to enhance. When candidates perceive the “why” behind the tech, they’re extra more likely to keep engaged and assured all through the method.
The Backside Line: Hiring Is Nonetheless Human
AI is a strong ally—but it surely’s not a substitute for actual individuals. This 12 months’s report made that clear: whereas each candidates and TA groups are utilizing AI, most job seekers (58%) nonetheless belief HR professionals over algorithms to information them by the method.
Expertise can improve effectivity, scale back bias, and enhance construction—however individuals stay within the driver’s seat. And that’s precisely the place they need to be.
Need the complete story on how candidates are fascinated about AI (and all the pieces else in hiring). Obtain the 2025 Job Seeker Nation Report for deeper insights and information you should use.
