If you’re not using AI in your job search, you might be missing out on your next big career opportunity. Globally, 87% of companies are using AI driven tools to identify qualified talent. These systems scan resumes for specific terminology, and if yours does not include the right keywords, you may be filtered out before a human ever sees your name. Even highly qualified people are skipped for this reason alone.
I have spent decades in the staffing industry. Now, as President and COO of AtWork, a national staffing franchise, I see thousands of people, from skilled specialists to first time job seekers, navigate the search for employment. From my perspective, I’ve seen that AI is no longer a trend; it is firmly embedded in the way companies hire. I welcome the efficiency and empowerment that technology can offer, but I also know that recruiting is still deeply human, and I believe it should remain that way. AI should be a tool that assists job seekers and hiring managers. It should never replace the human connection that makes the employment process meaningful and effective.
Research shows that 65% of job seekers are already using AI in one way or another, and it is giving them an advantage. That is what inspired me to create the AtWork AI Guide. It helps prospective candidates use AI to strengthen their resumes and present themselves more effectively. I coach job seekers to start by learning the basics of AI within their field. Understanding the fundamentals makes a real difference. From there, readily available AI tools such as ChatGPT can help tailor a resume or cover letter for each role. By pasting in the job description, candidates receive guidance on which keywords to include and how to align their experience with the company’s needs. This significantly improves the chances of passing applicant tracking systems.
As a best practice, I always remind candidates to personalize whatever AI creates. The final product should feel like them. AI is extremely useful, but it does not truly understand your story. It cannot express your accomplishments with the authenticity that makes your application memorable. Beyond resumes, AI can simulate mock interviews, prepare role specific practice questions and help build strong, confident responses. These tools give job seekers structure and clarity, but the candidate’s own experiences and personality must always guide the conversation.
While learning the technology matters, what matters even more is remembering that job searching is deeply personal. Our careers shape our weeks, fuel our passions and support our families. That is why the process must remain rooted in human interaction. AI may help you get into the room, but interpersonal skills, genuine communication, and trust building are ultimately what sets candidates apart. Confidence and connection cannot be automated.
On the hiring side, many managers appreciate the efficiency gains that AI brings. Screening hundreds of applications takes time, and AI can help narrow the pool by identifying candidates who meet the required qualifications. When used correctly, it speeds up the early stages so hiring teams can focus their time on meeting people instead of sorting through paperwork. Even then, AI should not be treated as the decision maker. It can support the process, but it cannot evaluate character, intuition or emotional intelligence. Interviews are nuanced. They rely on reading people, asking the right follow up questions and understanding what motivates them. That level of discernment really belongs in human hands.
AtWork has always believed in the human connection. While many AI tools promise a fully automated process from screening to selection, I do not believe that technology should completely take over something as personal as finding a job. Our staffing teams are trained to support candidates through every stage of their search. People are not data points. They are individuals looking for stability, confidence and opportunity. They come to us because they want guidance from a real person who listens and understands their goals. AI cannot offer real empathy and it cannot replace trust.
AI has reshaped the hiring landscape, and it offers powerful advantages for both job seekers and employers. But it should be treated as what it is: a tool. The heart of the employment process is still human. When we blend technology with empathy, expertise and genuine connection, we create a job search experience that is not only efficient but personal and meaningful. That balance is where the future of hiring truly belongs.
Jason Leverant Bio:
Jason Leverant is President and COO of the AtWork Group, a national staffing franchise with nearly 100 locations. A recognized leader in the staffing industry, Jason serves on the American Staffing Association’s Board of Directors and the board of JAG – Tennessee.
Since joining AtWork in 2007 and becoming COO in 2012, Jason has driven consistent double-digit growth at rates well above the industry average. Under his leadership, AtWork has earned recognition from Inc. 5000, Entrepreneur Magazine’s Franchise 500, and Staffing Industry Analysts, among others.
Jason has also been named one of Staffing Industry Analysts’ 100 Most Influential People in Staffing for six consecutive years and was inducted into their Hall of Fame in 2019. He holds a BS in Business and Economics from the University of Tennessee at Martin and an AS in Business Administration from Greenville Technical College.