UAE employers grapple with surge in AI-generated job applications, survey finds

Nearly eight in 10 employers across the Middle East say artificial intelligence is reshaping recruitment, with 42% reporting a rise in irrelevant job applications and 36% citing an excessive volume of applications driven by AI-powered tools, according to a survey by Robert Walters.

The findings highlight the growing challenges employers face as job seekers increasingly use AI-enabled platforms to generate tailored CVs, cover letters, and submit applications at scale, leading to longer hiring cycles and making it harder for recruiters to identify suitable candidates.

The findings highlight the growing influence of AI on the region’s labor market. Nearly 65% of professionals surveyed said they use AI-powered tools, such as chatbots and automated CV builders, during their job search, while 18% admitted to regularly using AI to submit multiple applications simultaneously.

Recruiters say AI-enabled platforms are allowing candidates to generate professional summaries, tailor CVs, optimise applications for applicant tracking systems, and create customised cover letters within minutes. While these tools can improve candidate visibility, employers are finding it increasingly difficult to assess genuine skills and experience.

Jason Grundy, Managing Director of Robert Walters Middle East, said the rapid adoption of AI has fundamentally reshaped how candidates approach job hunting.

“The surge in job application volumes we’re seeing today is the result of a hiring landscape where technology has made applying much easier, but also less transparent,” he said.

“Using AI to sharpen a CV or improve a LinkedIn profile is something we’ve observed for some time in the Middle East. But increasingly, candidates are applying to dozens of roles simultaneously through automated tools that do the work for them in seconds.”

Grundy warned that the widespread use of AI-generated applications is making it harder for employers to distinguish between genuinely qualified candidates and highly optimised profiles.

“When every CV is algorithmically optimised to say the right things, the individual behind it disappears. Organisations are genuinely struggling to distinguish strong candidates from strong CVs,” he said.

The report also pointed to unintended consequences for authentic job seekers. As hiring teams contend with growing application volumes, recruitment processes are becoming slower and more selective, increasing the likelihood that qualified candidates may be overlooked.

“What often gets lost in this conversation is the impact on the genuine candidate,” Grundy said. “When employers are sifting through hundreds of applications, even strong candidates can fall through the cracks simply because the volume makes thorough review almost impossible.”

As AI becomes increasingly embedded in recruitment and job search processes, employers across the region are seeking ways to balance technological efficiency with human judgement.

“Authenticity remains one of the most powerful differentiators in hiring. Organisations must look beyond the algorithm to ensure genuine talent and real potential are not lost in an increasingly AI-driven application process,” Grundy added