Job applicants report experiencing high rejection rates with minimal human oversight as employers deploy artificial intelligence tools to manage recruitment processes. A survey of 2,000 UK workers conducted by Censuswide found that 75% were unaware they have the legal right to challenge automated rejections. The research also revealed that 70% of ethnically diverse jobseekers altered or concealed information on their CVs out of concern that recruitment software would screen them out, compared with 57% of white candidates.
People Like Us, a London-based non-profit, is launching a campaign called Reject the Rejections to push employers toward greater transparency and accountability in their use of automated systems. The organization’s CEO argues the situation resembles an “AI war” in which candidates use AI to strengthen applications while employers contend with overwhelming application volumes. He emphasizes that companies should audit their systems, publish results, and submit to independent assessment. Guidance from the Information Commissioner’s Office indicates that people subject to certain automated decisions have the right to request human review, a legal protection many job seekers do not know exists.
Individual job seekers describe frustration with the current system. One consultant reported receiving automated rejections within 24 to 36 hours after applying for over 100 positions, far exceeding her historical experience of securing employment through roughly ten applications. Another applicant described receiving a rejection the morning after an application closed, without evidence of meaningful human assessment.
Recruiters present a different perspective on prevalence. Of 425 recruiters surveyed by CV Library, approximately 90 said they use AI during CV screening. Industry observers note a potential “perception gap,” with candidates believing AI filters are more widespread than actual usage suggests. However, this perception itself may drive adoption, as the concern influences how candidates write applications and recruiters subsequently require tools to process high volumes of similarly formatted submissions.
Research examining AI hiring tools has raised concerns about potential discrimination. Stanford researchers analyzed four million job applications processed by one AI hiring tool over four years and found some candidates were rejected from multiple roles more frequently than would be expected if assessed independently. The analysis also indicated black and Asian applicants received job recommendations at lower rates. However, researchers noted limitations in their findings, as they examined only one tool and other factors such as education and immigration status could have contributed to outcomes. Legal action is also underway, with the company Workday facing discrimination claims in the US, though it maintains its tools support rather than replace human judgment.
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