Our guest blog writer is Stephen Kohl. Stephen provides insight on the shifting recruitment landscape and AI driven changes that can both enhance and hinder the recruitment process. Traditional resume-based hiring is giving way to more efficient technologically driven advancements. Decipher what a candidate can actually do and how they will fit within the business – align with organisational cultural – looking beyond what is outlined in their AI written resume!
Guest Blog by Stephen Kohl
Managing Director Genesys Australia and Adjunct Senior Lecturer, University of Adelaide
What does AI have in store for us in the Recruitment Process?
With the New Year upon us, and business in general raring to go, now is a good time to think about how we will operate in the long and short-term future. One of the biggest changes we are beginning to see is the bourgeoning of Artificial Intelligence and its wide-ranging applications.
Candidate Quality
In a recent article in the Financial Review, Rachael Bolton reported that AI could make it both easier and harder to judge the quality of candidates through the contents of their CVs. As AI is used more and more to both write and read CVs, what has been an essential first step in identifying suitable candidates, might seem like CVs will become obsolete as there will be little to differentiate one candidate from another, according to the article. However, a CV will continue to be an important part of choosing employees, since examined it will still hold all the essential information required to weed out and choose between candidates.
While providing a relevant list of skills and experience is still critical to an effective CV, getting beyond any AI filter requires listing not just who the individual is and what they’ve done but who they have the potential to be and what they can do in the future.
Looking beyond the CV
To be able to include these characteristics in their CV, candidates require a high degree of self-awareness and a realistic assessment of their strengths, particularly in areas like problem solving, ability, willingness to learn, and the interpersonal skills to engage with others.
As quoted in the Financial Review article, Sonia Shwabsky from Kwik Kopy, put it more succinctly “…what matters now is how a candidate thinks, adapts, and works with people.”
Discover Candidate Characteristics
Identifying or corroborating such characteristics in a candidate requires the measures that can be best obtained in psychometric testing where their abilities, behaviours, and values can be measured and compared to appropriate groups. In other words, what they can do (skills and ability), how they would do it (personality), and why they would want to work for you (values and interests).
AI is an Algorithm
Remember though, that an AI tool, whether it is writing or reading a CV is just an algorithm, and can’t think. While it can help stream-line a process, it has no understanding of what would make a suitable employee or the kind of person an employer would be looking for – that is still a job for a human!
- AI: Specifically generative AI or Large Language Models (LLM)
- How to AI-proof your job applications in 2026 by Rachael Bolton,Financial Review, Dec 29, 2025
- The Essential Book of AI by Anne Rooney, Arcturus Publishing Ltd, 2025