We asked our network a simple question: is AI overused in job searching?
The result was hard to ignore:
- 73% said yes, AI is overused in applications and the search process
- 5% said it’s genuinely helpful
- The rest were unsure, or said what’s needed is a better balance
That tells us something important. People aren’t against technology. They’re worried about being treated like a keyword instead of a person.
We live in this world every day, so here’s our honest take on what’s going wrong, what AI is actually good for, and how job seekers and employers can both get it right.
Why so many people feel AI is overused
It can make the process feel cold. Behind every application is a person with a story, a portfolio and a career that doesn’t always follow a straight line. When a system reduces all of that to a score, something gets lost. In creative and marketing, where the work itself is the proof, that loss is bigger.
Nobody knows what’s happening. Many candidates apply and hear nothing. They don’t know if a person ever saw their application, or why a system said no. That silence is frustrating, and it’s one of the biggest complaints we hear.
Bias is a real concern. Even well-intentioned tools can pick up patterns from the past and quietly disadvantage people from different backgrounds. Australia’s creative and marketing industries are richer for their diversity of thought and experience, and any tool that narrows who gets seen is a problem for everyone.
Where AI genuinely helps
The 5% who find AI helpful aren’t wrong either. Used well, it takes the boring, repetitive work off people’s plates.
For job seekers, that can mean tidying up a CV, getting ideas for a cover letter, researching a company or preparing for interview questions. For employers and recruiters, it means scheduling, reminders, status updates and admin, particularly in busy markets like Sydney and Melbourne, where application volumes can be huge.
The difference is who makes the decision. AI can support the work. People should still make the calls.
The balance: tech for the admin, people for the decisions
This is how we work at Artisan. We use automation across our business so we can move faster and keep everyone informed. But there’s a person at every stage: someone who reads the portfolio, picks up the phone, gets to know the candidate and understands the team they’re joining.
That’s what we mean by putting the humans back in AI. Technology handles the busywork, which leaves more time for the conversations that actually lead to great hires.
Tips for job seekers
Use AI as a helper, not a ghostwriter. It’s great for a first draft, a polish or a brainstorm. But recruiters can spot generic, copy-and-paste applications quickly. Your voice, your story and the reason you want this particular role are what make you memorable.
Write for people first. Yes, clear job titles and relevant skills help your application get found. But don’t stuff it with keywords at the expense of sounding like yourself. A real person is usually reading in the end.
Don’t rely on applying online alone. Referrals, networking, direct messages and a conversation with a recruiter still open doors that an online form can’t. Reach out, say hello and follow up.
Show your work. In creative and digital roles, a strong portfolio, case study or links to real projects speak louder than any formatted CV. Make them easy to find.
Ask for feedback. If you can, ask what worked and what didn’t. A good recruiter will give you honest, useful insight, and that’s one of the most valuable things a recruiter can do.
Tips for employers
- Let tech do the admin, not the judging. Automate scheduling and updates, but have a person review shortlists and make the call.
- Don’t let great people fall through the cracks. Career changers, people returning to work and non-traditional backgrounds often don’t fit a filter. They can be brilliant hires.
- Be transparent. If you use AI in your process, say so, and make sure candidates always have a human to talk to.
- Reply to people. A short, kind “it’s a no for now” is better than silence, and it protects your employer brand.
How Artisan can help
Whether you’re looking for your next role or your next hire, you’ll deal with real people who know the Australian creative, digital and marketing market.
If you’re a candidate: we’ll take the time to get to know you, your portfolio and what you’re really looking for, and give you honest feedback along the way.
If you’re an employer: we’ll help you find great people faster, keep your candidates engaged and build a hiring process that uses technology where it helps and people where it matters.
We’ve seen it all, and we can help with all of it.
Come and chat with the Artisan team.
