2022 data: the year in jobs so far

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2022 data: the year in jobs so far

June 23, 2022

Though only six months in, 2022 has already proved to be an eventful year: Australia has settled into “the new normal”, with many organisations embracing the hybrid model of work, unemployment is at an all-time low, employee attraction and retention is at the forefront of employers’ minds and a new government has been elected.

As the first half of the 2022 draws to a close, we provide an overview of some of the most recently available employment and workforce data for the year thus far.

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The problem with AI resumes

By Joe Galea • April 16, 2026

AI has its place in supporting resume writing but shouldn’t replace your own voice and experience. Our GM, Joe Galea, discusses why.

If you’re not experienced in writing or screening resumes, an AI version may seem impressive. With AI tools and user application improving quickly, AI generated resumes are not always as obvious as they once were. But for recruiters who read hundreds of resumes every week, the formats, tone and language used by AI are easier to identify.

Rather than making a recruiter or hiring manager’s job easier, AI is making it harder.

The pervading myth is that recruiters don’t view all applications, only AI tools do, which is why applicants are using these tools without sufficient edits. As a result, recruiters and hiring managers need to further qualify applicants to ensure legitimacy.

There are intrinsic problems with AI resumes from my experience, which requires appropriate screening.

AI resumes don’t provide enough information

Last year saw an acceleration in the use of AI to produce resumes. Now, it feels like every second resume is written by AI. The problem with this is that they are not telling us a compelling professional story about why the applicant is suitable for the specific job.

AI tools like ChatGPT often alter resumes, including:

Missing crucial details or glossing over them in favour of polished, empty statements
Filling in time gaps so the resume differs from your LinkedIn profile
Exaggerating skills in ways that contradict actual experience
Using American terminology, spelling and styles
Repeating the same information in various sections

This leaves recruiters struggling to understand who the applicant really is and what they can bring to the table. Inaccuracies can be uncovered when a resume is compared to a LinkedIn profile, or during the telephone screening or interview stage of the recruitment process. It is essential that additional checks and balances are in place.

A key part of the recruitment process is not to find perfection, but to understand strengths and weaknesses to identify professional development requirements. This understanding can be missed, leading to poor hiring decisions.

AI resumes give the impression of a lack of interest

When AI-generated content is obvious, it sends a message that the applicant is not be fully invested in the process.

Rightly or wrongly, an AI developed resume raises questions about an applicant’s authenticity and true level of interest in the position. However, this view may in fact be an unconscious bias, and the decision not to progress with an applicant shouldn’t be made based on this assumption alone.

If the resume doesn’t have tangible evidence of what the applicant has achieved in relation to the specific job they’ve applied for, this is a different scenario. Likewise, AI generated mistakes are evidence of a lack of attention to detail, that may be a requirement of the successful applicant. However, there ultimately needs to be a reason beyond a hiring managers distaste for AI.

AI resumes gauge how applicants use technology

Everyone is looking for employees who are AI savvy. The problem with a generic AI resume, is that it signals applicants may not be. A global survey found 47 percent of employees used AI in ways that would not be considered appropriate.

Employers can legitimately have concerns of a resume uses AI poorly, because it:

Implies a lack of awareness and critical thinking
May lead to potential privacy, reputational and operational risks
Compromises the authenticity and quality of work

This is not to say that AI cannot be a useful tool to assist applicants, and that language will be more common as a result. AI can also provide users with some great ideas, helps to improve grammar and make points clearer and more succinct. Where the right tools and prompts are used, the application will better address the requirements of the role.

How to screen AI generated resumes

It’s simple – as technology advances, robust recruitment processes are becoming more important than ever. Consider the following actions:

Train your hiring managers: it’s important that hiring managers understand concepts such as unconscious bias and protected attributes when screening resumes.
Compare resumes with LinkedIn profiles: if the applicant is on LinkedIn, this can be a good place to start.
Conduct telephone screening: expand your initial shortlist and talk to more candidates, asking specific questions that test their interest and knowledge.
Prepare for interviews: spend the time developing questions that demonstrate technical and behavioural knowledge, and if relevant to the job, ask the candidate how they use and interact with AI.
Qualify the applicant: use relevant assessments, be diligent when conducting professional reference checks and verify referees are legitimate (i.e. consider calling the company directly or check that the referee listed worked at the organisation).

Why partnering with a recruitment specialist matters

If AI can make almost any candidate resume look stronger, the differentiator is no longer the document. It’s the validation behind it.

This is where partnering with a recruitment specialist becomes critical:

Experienced Specialist Consultants can detect and test authenticity
Structure screening processes that go beyond the resume and cover letter
Use technology enabled tools to streamline and assess applications
Provide human-led judgement to validate real capability and fit with the role and organisation

Our team doesn’t just review applications, we test, verify, and qualify them. As AI changes how candidates present themselves, Bayside Group ensures human-led recruitment processes are applied. Hiring decisions are always based on capability and potential, not presentation of a resume alone.

To increase your confidence in the screening and selection process, explore our Employer Interview Guide or speak with an Acclaimed Workforce consultant today.

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