AI Creates 'Doom Loop' in Hiring as Trust Plummets Between Job Seekers and Recruiters

'Trust is at an all-time low for both job seekers and recruiters': Hiring platform CEO says talent acquisition is in an 'AI doom loop' | Fortune

AI has served as a vehicle to streamline workflows and automate routine labor -- but it's also bogging down the job search process for both applicants and recruiters in a competitive labor market. Candidates are looking to cut through the noise by tricking AI filters, while recruiters are drowning in a flood of applications, and companies are posting ghost jobs. The result is an authenticity crisis, according to Daniel Chait, CEO of hiring platform Greenhouse. "This is the first time I can remember where both sides were unhappy," he told Fortune. "Employers are basically saying, 'It's really hard to make a hire because we get overwhelmed with tons of applicants and we can't really tell which ones we should pay attention to.' And job seekers are saying, 'It's easier than ever to apply for jobs, but it's harder and harder to get a job.'" The 2025 Greenhouse AI in Hiring Report shared with Fortune and published Tuesday found that only 8% of job seekers believe AI algorithms that screen initial applications make hiring fairer. Across all 1,200 U.S. job seekers polled, almost half said their trust in hiring has decreased over the past year, with the share rising to 62% among U.S. Gen Z entry-level workers. Among the respondents who have lost trust in hiring, 42% blame AI directly. Plus, more than a third of job seekers think AI has shifted bias from humans to algorithms. At the same time, Greenhouse's report found that nearly half of job seekers are submitting more applications this year, an AI-assisted trend that Chait called an "AI doom loop." "Trust is at an all-time low for both job seekers and recruiters," he said. Three in four of U.S. job seekers use AI to polish their applications, and 87% say it's important for employers to be transparent about their own AI use, which is largely missing, according to the report. But as more job seekers utilize AI to tailor their applications, it actually has an opposite effect, Chait said: Instead of making candidates stand out by using the job description as a roadmap for application materials, AI tools end up spitting out similar-sounding cover letters and resumes. "You end up basically not being able to tell anyone apart," Chait said. Job seekers are disillusioned, but AI isn't helping them Rapid adoption of AI tools for job applicants is "a result of the fact that for years candidates have felt short-changed by the way recruitment has been done," said Paddy Lambros, CEO of Dex, an AI career agent technology company. Applicant fatigue is evidenced by social media posts advising job seekers on how to trick and bypass AI filters that are often used by applicant-tracking systems, he told Fortune.. "If you feel like every application you send is kind of a meaningless thing that no one's going to read anyway, then sure, why wouldn't you use AI to kind of spam it out?" Lambros said. But AI tools rarely help applicants past the initial screening, he warned. At his last job as a talent director at London-based venture capital firm Atomico, Lambros said his team was approached earlier this year by companies suddenly inundated with four to five times more job applications than they had just a month prior. But among the influx of applications, most CVs were simple and nearly identical, as AI tools built them off the job descriptions rather than genuinely representing individual candidates. This made it hard to discern if the candidate was really qualified for the role. In addition, Lambros said many applicants would show up to job interviews not even sure what the company did as they used AI to "spray and pray," sending out thousands of applications each day. Greenhouse's report details the scope of this issue, finding that 65% of U.S. hiring managers have caught applicants using AI deceptively through practices like reading from AI-generated scripts, hiding prompts in resumes to bypass initial screening, or showing up as deepfakes. The report says U.S. job seekers may consider the use of AI as "leveling the playing field" as companies and recruiters increasingly lean on AI to filter applicants. But 74% of hiring managers say they are more fearful of fraud than a year ago. "I can understand the desire for candidates" to use AI tools, Lambros said. "I just don't think it's very effective." Who's using AI to apply? Among U.S. job seekers, 41% admit to using prompt injections, or hidden text designed to bypass AI filters, Greenhouse's report found. Of those who don't, over half say they are considering it. The report also found that among candidates using prompt injections, the tactic is most common in IT at 65% and banking or finance at 54%. But as the tactics become more widespread, so does AI in the hiring process. Over half of candidates have encountered AI-led interviews, further making the process impersonal. "AI usage in first-round interviews is downright insulting and inhumane," Lambros said. "To be told it's not worth sending a human to speak to you is a pretty poor signal." AI's power for good But Lambros said AI in the hiring process isn't all bad -- when it's utilized correctly. Harnessing AI to help seek out the right jobs instead of sifting through every job posting on the internet is one good use of AI for job seekers, he said. His company's AI tools help connect candidates with job postings that reflect their personal and career goals and act more as a career coach. "I think that that's really the future of hiring. It's less about pipelines, and it's more about highly accurate matchmaking," Lambros said. Still, Greenhouse's Chait said something has to change and thinks humanity must be brought back into the process. "The solution has to come from better ways to bring out the real interest and the real meaning behind job applications and job postings," he added.

Do Irish employees blame AI for reduced trust in the hiring process?

A new report from Greenhouse indicates artificial intelligence is creating doubt among the globally dispersed workforce. The hiring process can be stressful, not just for organisations, but for the individual who may be unhappy in their current job, may have left a previous position or who are waiting patiently for that next big opportunity. For that reason, it is crucial that companies take into consideration the anxieties that often accompany a job hunt. Hiring platform Greenhouse recently released the results of a survey in which it gathered data from more than 4100 candidates, recruiters and hiring managers in Ireland, the US, the UK and Germany. The purpose of the report was to explore the sentiments around the global hiring process, as well as the potential barriers. What was discovered is that there is a weakening trust in the hiring process among jobseekers worldwide. 42pc of all respondents in this category blamed AI for an increase in their concerns and among entry-level candidates this leaped to 62pc. More than one-third of participating Irish job hunters explained that artificial intelligence has shifted bias from a human recruiter to an algorithm. The report shows the reduced level of confidence among Irish candidates as Greenhouse states that only 10pc of people trust an algorithm to fairly evaluate them. Further afield, more than half of participating US job applicants believe that an organisation has used AI to evaluate them without telling them. Widespread concerns But, as evidenced by Greenhouse's survey, it isn't just those on the hunt for a new job that are concerned about AI's potential to impact the hiring process. 68pc of Irish candidates said that they use AI to tailor their CVs or job applications, leading to a sharp rise in the workload that comes with it. But 71pc of leaders explained that less than half are worth advancing. Furthermore, many in this position are fearful that artificial intelligence will expose their organisations to cyber risks, making their companies and people more vulnerable. Greenhouse's survey shows that 78pc of Irish hiring managers are more concerned about fraud now then they were a year ago, ahead of the UK and US. Putting the closet in the cloud is a complex challenge, one that attracts people with an entrepreneurial spirit. Join us to start Caring. Connecting. Growing together Life-changing career opportunities for you The most actionable data to drive superior results Ireland currently has the highest fraud anxiety despite having the lowest actual candidate hacking rates. Reportedly, 29pc of Irish job seekers are "hacking AI systems with prompt injections" and 46pc said they would now consider using resume hacks to improve their chances. To counter this 59pc of hiring managers based in Ireland said they use software to detect candidate AI use. It's not all bad though, as many organisations are embracing AI in an effort to modernise and simplify hiring methods. With 62pc of contributing recruiters in Ireland agreeing that application volume has increased, 69pc say that AI can help them move faster and make better hiring decisions, effectively cutting through the noise. Other challenges affecting the hiring process globally include difficulty distinguishing between qualified and unqualified personnel, limited time and resources, the pressure to hire faster, concerns about authenticity and changing job market trends and requirements. Commenting on the report, Daniel Chait, the CEO of Greenhouse said, "Our latest data shows that neither side is happy with the hiring process right now. Trust is at an all-time low for both jobseekers and recruiters. Candidates are doing whatever they can to break through the noise, while talent acquisition teams are drowning in so many applications they're looking for ways to sort through what's real and what's not. "Unfortunately, although all sides are just trying to do their best, our survey shows that the collective result is worse for everyone. Jobseekers use AI to apply to more and more jobs, while employers use it to filter candidates back out again. It's an AI doom loop that's getting worse, not better. Our vision is to build AI for hiring that is more human and that helps solve systemic problems on both sides." Don't miss out on the knowledge you need to succeed. Sign up for the Daily Brief, Silicon Republic's digest of need-to-know sci-tech news.

How to Put Humans Back in HR in the AI Age

According to a report from Greenhouse, a New York hiring software maker, which questioned over 4,100 job seekers, recruiters, and hiring managers across the U.S., U.K., Ireland, and Germany, there's an inverse relationship between AI adoption and trust in the hiring process. As AI goes up, trust goes down. Whats' more interesting is that over two in three hiring managers say that they've been much more involved in the hiring process than last year. In particular, 39 percent of these professionals in the U.S. are conducting more in-person interviews than before. The reason HR managers are busier than before is that AI is enabling job applicants to maneuver their way through the job application process, sometimes in shady ways. The Greenhouse report found that 36 percent of job candidates surveyed used AI to adjust their appearance, their voice or the background environment during video-based interviews. In the U.S. 32 percent said they followed AI-made scripts, and 18 percent tried a "deep fake" alternative persona. While background tweaks may be innocuous, the motivations for adjusting voices or appearance are more nuanced. For example, it may be an attempt to circumvent biases in AI tools that hiring managers use to sift candidates: 55 percent of U.S. candidates surveyed suspect AI was used to evaluate them without them being told. This type of fakery appears to be common practice - 91 percent of U.S. hiring managers surveyed said they've caught or at least suspected people of using AI-made "misrepresentation." Meanwhile, just 21 percent of these managers say they feel very confident that qualified candidates aren't been overlooked by AI systems. Awareness of this issue is rising too, with 74 percent of U.S. hiring managers saying that they're more worried about faked candidate credentials or exaggerated claims of experience than they were a year ago. Half of these managers say that candidate authenticity is their top concern, and nearly one in three say they've had to tighten the internal review and application process.

AI Is Making It Easier to Apply for -- and Harder to Find -- a Job Than Ever

Greenhouse CEO Daniel Chait called the process of applying for more jobs with AI to get past AI filters an "AI doom loop." AI, a technology that aims to simplify tasks, is complicating the job market for both applicants and recruiters. Recruiters are flooded with applications, while candidates are trying to find ways to get around AI filters, Daniel Chait, CEO of hiring platform Greenhouse, told Fortune on Tuesday. Meanwhile, nearly one in three job postings are for ghost jobs that never materialize into real employment opportunities, according to an analysis published earlier this month. "This is the first time I can remember where both sides were unhappy," Chait told Fortune. "Employers are basically saying, 'It's really hard to make a hire because we get overwhelmed with tons of applicants and we can't really tell which ones we should pay attention to.' And job seekers are saying, 'It's easier than ever to apply for jobs, but it's harder and harder to get a job.'" The Greenhouse 2025 AI in Hiring Report, published on Tuesday, surveyed over 1,200 U.S. job seekers and found that almost half said their trust in hiring has diminished over the past year. Nearly half (42%) blame AI for that loss in trust, while over a third think that AI has shifted hiring bias from humans to algorithms. Related: LinkedIn's AI Writing Tool Isn't as 'Popular' as the CEO Thought It Would Be Meanwhile, nearly three in four candidates are using AI to job hunt, and 49% of job seekers are now applying for more positions just to get past automated filters. Chait called the process of applying for more jobs with AI to get past AI an "AI doom loop." Chait explains that as more candidates use AI to hone their applications, the technology churns out similar cover letters and resumes for jobs, which creates a field of almost-identical candidates. The move increases competition, making it harder for genuine candidates to stand out. "You end up basically not being able to tell anyone apart," he told Fortune. Related: AI Is Dramatically Decreasing Entry-Level Hiring at Big Tech Companies The number of job applicants has also been rising due to AI. The New York Times pinpoints that LinkedIn job applications have grown more than 45% over the past year, partially because of increased use of AI tools. Companies are adding AI to the hiring process by leaning on AI to filter candidates. According to the World Economic Forum, approximately 90% of employers now use AI to filter or rank resumes. Chait thinks that humanity needs to be brought back to recruitment to mend the breach in trust. "Trust is at an all-time low for both job seekers and recruiters," he told Fortune.