Drowning in applications: why AI can’t (and won’t) replace the human touch

Employers are facing a hiring challenge unlike any before: an unprecedented surge in applications driven by AI. With ‘quick apply’ features on job boards and LinkedIn and AI tools that can submit dozens of applications in just a few minutes, organisations are now drowning in applicant volumes, making it harder than ever to spot genuine talent. 

“Some recruiters are receiving over 800 applications for mid-level roles, which is more than double what they saw last year,” says Tom Lakin, Global Head of Future of Work Advisory at global talent solutions specialist Robert Walters. “Many applications look almost identical. In an AI-driven market, human judgement is absolutely essential.” 

AI is changing how candidates apply 

Two major trends are driving the surge. First, hiring processes have become increasingly automated and one-way, with applicant tracking systems (ATS) offering little transparency. Second, candidates are leveraging AI to bypass early filters. Tools like LazyApply and automated job application bots can scrape job boards and submit applications at scale, often without candidates reviewing roles. 

Robert Walters’ research indicates that 56% of professionals now use AI in some way to apply for jobs, with nearly one in five doing so regularly. While this increases volume, it does not guarantee quality. Employers report more generic, AI-generated CVs and less personalisation, making it difficult to distinguish genuine talent. 

Human insight remains crucial 

To cope with the flood, many organisations are turning to AI-powered screening tools to manage the high volume of applications, which delivers efficiency gains but also risks. AI-driven screening can amplify bias at scale, reduce transparency, and remove the nuance that comes from human judgement.  

“The smartest teams I’m seeing aren’t trying to out-automate the problem,” adds Faye Walshe, Director of Innovation & AI at Robert Walters. “They’re bringing the human back into the loop: checking real skills early, reviewing AI-generated shortlists, and regularly testing their tools. That’s how you cut through the noise and make better hiring decisions.” 

How businesses can respond 

• Embed AI responsibly into the screening process: use AI to speed up early filtering but keep human review central. 
• Simplify workflows: transparent processes reduce irrelevant applications and improve quality. 
• Verify skills early: work samples, short tasks, or structured interviews confirm capability. 
• Audit AI tools: regular checks ensure fairness, compliance, and minimise bias. 

With AI set to reshape recruitment in 2026, organisations that balance technology with human insight will gain a competitive advantage. By making transparency, fairness, and human judgement the heart of hiring, companies can navigate the AI flood and still identify top talent. 

For a broader perspective on the forces shaping the year ahead, the Talent Trends 2026 e-guide by Robert Walters, outlining 8 key talent trends set to impact the 2026 labour market, is available for free download. 

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