{"id":7656,"date":"2026-06-01T13:55:23","date_gmt":"2026-06-01T13:55:23","guid":{"rendered":"https:\/\/stock999.top\/?p=7656"},"modified":"2026-06-01T13:55:23","modified_gmt":"2026-06-01T13:55:23","slug":"robots-are-screening-robots-is-anyone-actually-getting-hired","status":"publish","type":"post","link":"https:\/\/stock999.top\/?p=7656","title":{"rendered":"Robots are screening robots. Is anyone actually getting hired?"},"content":{"rendered":"

<\/p>\n

More than half of job candidates are using AI to apply for jobs. Meanwhile, nearly 90% of companies are using AI to screen candidates, overwhelmed by a staggering volume of r\u00e9sum\u00e9s.\u00a0<\/p>\n

So, if both sides are using AI with such regularity, are any humans actually winning here?<\/p>\n

That\u2019s the question I set out to answer this month as I explored the \u201cAI hiring doom loop\u201d\u2014and what it means for candidates and recruiters alike.<\/p>\n

Jeremy Schifeling, a career coach who has held roles at LinkedIn, Khan Academy, and Apple, now teaches job seekers at more than 350 universities how to get past the AI systems filtering them out.\u00a0<\/p>\n

His advice? Step away from ChatGPT. Using AI to churn out cover letters or spam application portals simply won\u2019t work, he said. Instead, candidates should think about what a recruiter actually wants to hear, and write a heartfelt, human message that can break through the AI slop.<\/p>\n

\u201cWe got into this AI arms race that no one wins. It\u2019s mutually assured destruction,\u201d he told me. He argued that the real question isn\u2019t how to cram more AI into hiring, but how to use it in ways that actually help companies build stronger, more diverse teams and develop the next generation of talent.<\/p>\n

But that talent pipeline is already at risk, according to Indeed chief economist Svenja Gudell.\u00a0<\/p>\n

\u201cEmployers [are] saying, \u2018I don\u2019t hire entry-level anymore,\u2019\u201d she said at the Fortune Workplace Innovation Summit last month. \u201cIn three to five years from now, you\u2019re not going to have the people with that experience\u2014because you never hired them to begin with.\u201d<\/p>\n

So how can HR leaders break this AI hiring doom loop? Watch our full video deep dive here.<\/p>\n

P.S. We\u2019re kicking off our third-annual Fortune COO Summit today, where I\u2019ll be interviewing Lattice CEO Sarah Franklin and Cisco chief people, policy, and purpose officer Fran Katsoudas on how they\u2019re reshaping their org charts in the age of AI. Follow along with us live here.<\/p>\n

Kristin Stoller
Editorial Director, Fortune Live Media
kristin.stoller@fortune.com<\/p>\n

Around the Table<\/p>\n

A round-up of the most important HR headlines.<\/p>\n

Could new medical advances spell trouble if employers know what diseases their workers might get? New York Times<\/p>\n

Employees are interacting with colleagues less than ever before, thanks to AI. Business Insider<\/p>\n

In Phoenix, the country\u2019s call-center capital, AI is decimating working-class careers. Wall Street Journal<\/p>\n

Watercooler<\/p>\n

Everything you need to know from Fortune.<\/p>\n

AI scapegoats. Adding AI \u201cemployees\u201d may be backfiring, as human workers are more likely to blame them for workplace mistakes. \u2014Sasha Rogelberg<\/p>\n

Union spend. U.S. employers spent an estimated $1.7 billion last year on union opposition, as employee union participation rises. \u2014Jacqueline Munis<\/p>\n

Vacation hacking. Employees are \u201cPTO-maxxing\u201d to stretch 15 vacation days into as many as 49 days off in a year. \u2014Sydney Lake<\/p>\n

#Robots #screening #robots #hired<\/p>\n","protected":false},"excerpt":{"rendered":"

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