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A growing number of employers are planning to use artificial intelligence (AI) to screen, interview, and even reject job applicants in 2025, according to a recent Resume Builder survey.
Almost 70% of employers say they intend to incorporate AI into recruitment processes without human oversight, sparking discussions about fairness and potential bias in automated hiring.
The survey, which polled nearly 1,000 business leaders, highlights the expanding role of AI in talent acquisition, as companies receive a high volume of applications in an increasingly digital job market.
Traditionally, AI has been used to filter resumes through Applicant Tracking Systems (ATS), scanning for specific skills and keywords that match the employer’s criteria. New data suggests, however, that AI will soon influence every step of the recruitment journey — from resume screening to final hiring decisions leaving many candidates feeling uncertain about their prospects.
The numbers around AI use in recruitment
The Resume Builder survey found that by 2025, 83% of employers intend to use AI for initial resume reviews, while 69% plan to use it for assessing candidates' qualifications through analytical tools.
Social media scanning, currently employed by 47% of employers, is also set to grow as companies look to understand candidates’ public profiles better. Meanwhile, 39% expect to deploy AI-powered chatbots to handle candidate communications, and around 36% aim to streamline onboarding with automated tools.
Notably, 19% of companies plan to conduct interviews through AI, a trend that has raised concerns about the potential for AI to reject applicants prematurely, with limited or no human input. In some cases, AI may be used to assess a candidate’s suitability at all stages of the hiring process, automating decisions that were once solely made by human recruiters.
The survey highlighted several drawbacks of AI in hiring, including the risks of algorithmic bias and reduced candidate experience.
Nearly all respondents acknowledged that AI could produce biased outcomes, with hiring managers noting the potential for age, gender, socio-economic, and racial bias in automated assessments.
More than half of employers surveyed also worried that AI screening might exclude highly qualified applicants due to the limitations of automated systems. About 21% were concerned that the use of AI would diminish the overall candidate experience, possibly alienating applicants in a competitive job market.
Using AI for early stage applicant screening
Despite these challenges, the survey indicates that while 70% of employers currently rely on AI to automatically screen out applicants in the early stages, this percentage may decrease slightly in 2025. Reliance on AI to make final hiring decisions is expected to rise, with companies leveraging the technology to streamline workflows and increase efficiency.
The findings reflect a broader shift in how AI is shaping the employment landscape, not only by enhancing certain processes but also by changing how hiring decisions are made. AI tools are increasingly replacing traditional roles in talent acquisition and recruitment, transforming how companies and job seekers approach the hiring process.
Employers should exercise caution and adhere to existing regulations to prevent potential misuse of AI technologies. While AI can improve efficiency and consistency, companies must remain vigilant against biases and ensure that automated processes do not inadvertently disadvantage any candidates. As AI’s influence in hiring grows, balancing efficiency with fairness and transparency will be crucial to maintaining an equitable job market.
