Why you’re not getting hired – AI, dodgy data & fake jobs

The last couple of years have changed how companies hire in significant ways. The introduction of AI and automated processes is supposed to make decision-making easier and application processing at volume more efficient. But is all this optimisation helping, or is it excluding great candidates based off bad information and dodgy software? 

AI is increasing its grasp on the hiring process, although not without published blunders and it’s being used on both sides of applications.  

In some cases, AI is used to write resumes, design portfolios, and draft application emails. On the other end, AI reviews, selects and interviews. You receive a rejection on Sunday afternoon, wondering if a real person ever took a look. More than ever that dystopian cycle is becoming reality.  

How many applicants use AI when applying for jobs?  

While the numbers vary depending on how the question is asked, higher estimates put it at as much as 78%. Regardless of which percentage you want to believe, all the data points to a steady increase in use. (wasitaigenerated, 2026) 

How much AI is being used by hiring managers?  

87% of hiring managers report that their companies are implementing AI in at least one stage of their hiring process. That’s up 5% from 2025. Most commonly, AI is used for screening through resumes at volume. 58% of companies reported using AI for screening applicants, up from 35% in 2025. (resumegenius, 2026) 

While there is utility to AI screening, there are some pressing questions being posed about the effectiveness and accuracy of its decision-making.  

Is there a backlash against AI screening?  

The backlash is fierce, with millions of applicants sharing a similar complaint and multiple lawsuits being filed against companies utilizing AI in their hiring processes. It just feels like I’m not getting fair consideration. In some cases, that’s true.  

In 2023, iTutorGroup lost a case which argued their AI tools were screening for age, ruling out older candidates without other considerations. Discrimination isn’t a new phenomenon within hiring, although automated screenings seem to have intensified the issue in recent years. Read our guide to circumnavigating screening bias here. (talentmsh, 2026) 

Do all AI screening systems rule people out because of programmed bias?  

Some recent cases have appeared which aren’t directly linked to bias, but data collection and inaccurate analysis. Perhaps even more frustrating, they are discounting viable candidates who otherwise might have been offered the role.  

Kistler vs Eightfold is one such case. Here the plaintiffs argue that the AI tools in question operate like illegal credit bureaus. It’s this type of indiscriminate data collection and points scoring that is leaving so many applicants scratching their heads. (HRbrew, 2026) 

In theory, AI tools should make everyone's lives easier; the candidates get an unbiased assessment, while hiring managers are able to dedicate more time to critical judgement calls. However, reality is a way off that balanced vision; applicants are being ruled out due to bias anyway or because of inaccurate assessments and companies are missing out on better candidates before they have a chance to meet them.  

At Amoria Bond we prioritise talking directly to candidates, giving us a chance to understand their character and motivations as much as what’s written on their resume. Apply with us today at amoriabond.com.  

How can I tell if a job listing is fake?  

Fake jobs are just another piece to the hiring puzzle candidates are challenged with in 2026. We’ve all seen them, lucrative roles living on job sites for months at a time. When you apply, you hear nothing. Learn to spot them with our short guide.  

In more than one way, we’re in a wild west period of hiring, where companies are rushing to leverage AI without fully grasping the long-term impact. Hiring has and will always be one of the most important parts of consolidating success in business. Outsourcing critical components to AI without fully understanding its processes can mean missing opportunities and potentially expensive legal battles.  

What should I do if I keep getting rejected?  

If you’re still applying for jobs as you were five years ago, stop. Simplify your CV, remove unnecessary design formatting, personal information (age, gender, religious belief and anything else which might trigger a bias outcome) and where you can interact directly with people.  

It’s also important to understand a rejection email isn’t always a reflection of your skills, even if you receive a hundred. It might just be that you’re presenting your skills in a way which gets overlooked by AI systems or automation.  

We see the effects of good hiring every day. We make our living doing it and while AI is a helpful tool, we’ve maintained a human grip on our process to ensure our partners get the best possible hire, and each applicant get fair consideration.  

Amoria Bond prioritises human contact, talking to and meeting our applicants to get a real-life idea of who they are as people, not just as a score out of five. We take the same approach when hiring ourselves, prioritising face-to-face meetings and character over quick AI assessments. Find out today at amoriabond.com 

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