How to filter through the noise and find the right talent in an AI-driven market.
Application volumes in 2025
Applications per job advert have more than doubled in the past two years. According to SEEK’s latest insights, the average number of applications per advert jumped by over 60% between April 2023 and April 2025. This doesn’t come as a surprise, as businesses have been feeling the pinch, with increased costs, so have been unable to dish out big pay rises. Candidates are also feeling the impact of the rising costs of living and are putting more emphasis on salary.
But with more applications to choose from, why is it still proving difficult to find 'the one'?
AI is flooding your inboxes
It’s now easier than ever for candidates to apply for roles, often with just a few clicks. AI tools like ChatGPT and resume builders are enabling people to create highly polished, keyword-optimised CVs in minutes. SEEK even reports that 35% of jobseekers have used AI to assist with their applications. A figure that’s climbing fast!
The downside? Many of these CVs look perfect on the surface but don’t reflect the applicant’s real experience. The result: you spend time interviewing potential hires that ultimately don’t have the required skills for the role.
Other factors impacting hiring today
With the massive uplift in applications, it’s no surprise that talent teams are also leaning on AI tools to improve processes, particularly for application screening. However, automation alone cannot make the right calls. When every resume has the same format and keywords, AI filtering tools can’t always tell the difference between genuine qualifications and a well-written CV.
To overcome this, many companies are opting to reintroduce a human element to the screening process. But with 184 applications on average per ad, manually reviewing each one isn’t always viable.
Employer brand
A high volume of applications isn’t just a challenge for talent teams; it’s a risk for your brand. When someone applies to your role it is often their first interaction of your company. Applicants that don’t hear back, or receive generic, AI-generated rejections can form a negative first impression.
Candidates we speak to daily report back with experiences like these where they have not only received a generic AI response, but in many cases no response at all.
Are you missing the best candidates?
In a market where job ads attract hundreds of applications, timing is everything. The strongest candidates often don’t sit on the market for long and if your process is slow, or bogged down by volume, you could miss out.
And while you’re still working through your shortlist, other employers are making offers. That top candidate could already be taken.
Gen Z as jobseekers
With Gen Z now accounting for 27% of the workforce, and projected to be the largest generation by 2035, attracting them as jobseekers is paramount.
More than half of businesses say that appealing to Gen Z requires more than a good salary. Work-life balance, growth opportunities, and company purpose are now front and centre (SEEK).
This generation expects transparency, speed, and meaningful work. Long, automated hiring processes without personal interaction won’t cut it.
So how do we harness the positives of AI whilst still being able to identify the best talent?
The secret to hiring in a high-volume, AI-saturated market
According to SEEK, 77% of hiring teams are using AI tools to streamline recruitment processes. But without a strong human strategy to complement these tools, it’s easy to miss the mark.
Recruitment success now lies in combining tech and touch: letting AI handle the admin and letting people handle the judgement calls.
Whilst adding a human element to your processes might by fine in large talent teams, if you are short on manpower but high on applications, then outsourcing this step may be the best option.
Boost your hiring efficiency (without sacrificing quality)
A recruiter that is an expert in their field will understand your industry and team dynamics. They will focus on the skills required and the best culture fit for your team.
But most importantly, they spend every day cultivating their networks. It’s their job to know who’s who in the market and what motivates them to move roles. The active jobseekers and the passive ones.
At Ambition, we work alongside hiring managers, HR teams, and talent acquisition leads across the finance and technology sectors. We don’t just send CVs, we build relationships, understand your goals, and bring you the best people when you need them.
If you are looking to hire or even gather some advice on your processes. Having a trusted relationship with a recruiter in your field will get you ahead.
7 reasons to involve a specialist recruiter
Better fit – We vet for more than just keywords: culture, soft skills, and motivation are part of every conversation.
Time-saving – We reduce 200+ CVs to a handful of highly relevant profiles.
Real-time insights – We’re in the market every day. We know salary trends, competitor activity, and candidate expectations.
Pipeline strength – We nurture passive candidates who aren’t applying to adverts directly but are open to the right opportunity.
Support with urgency – We act quickly and stay on top of fast-moving candidates.
Boost your brand – We deliver a high-touch, positive experience for every candidate we speak to.
Advisor, not just recruiter – We help shape your hiring strategy based on what’s actually working in the market.
Conclusion
In today’s AI-saturated hiring landscape, volume doesn’t equal value. The smartest hiring strategies are blending technology with human insight.
Deep understanding of the candidate market, what motivates a move and who might move for the right opportunity is key to accessing the best talent first.
If you’re struggling to filter through applications, losing candidates to faster movers, or just want to fine-tune your hiring process, we’d love to help.
Reach out for a chat, even if it’s just to share some insight or sanity-check your current approach. You’ll walk away with clarity and confidence, and maybe even a shortlist.
Written and edited by Gemma Crolla, Digital Marketing Manager, Ambition Group Australia. Gemma has been working within the recruitment industry for over 15 years. Researching, writing and consulting with clients in professional & corporate services.
