Nearly half of UK jobseekers are using artificial intelligence tools in job applications, according to a survey by Omni RMS. But many candidates still place more trust in human-led hiring.

The study of 739 UK candidates found that 47% had used AI to support applications, mainly to improve CVs, tailor submissions to job descriptions and prepare for interviews. At the same time, 42% said they trusted human-led recruitment more than AI-supported processes, underscoring unease about how employers use automation in hiring.

Employer adoption is also rising. Omni cited industry data showing that 31% of organisations now use AI or machine learning in hiring, up from 16% in 2022, while 78% increased their use of recruitment and onboarding technology in 2023.

That shift appears to be creating tension on both sides of the labour market. More than a third of jobseekers, 34%, said they had already encountered AI being used by employers during a hiring process. Nearly a quarter of organisations, 23%, are trying to monitor or limit applicants’ use of generative AI tools.

Candidate friction

The findings suggest candidates are willing to use AI as a personal aid but remain wary when it becomes a visible part of employer decision-making. Across all age groups, the most important step for improving trust in AI-assisted hiring was human oversight alongside AI decision-making, cited by 33% of respondents. Clear explanations of how AI is used came next at 26%, followed by greater transparency around candidate data at 17%.

Traditional concerns still carry more weight in a job search. Salary and benefits were named by 49% of respondents as a key factor when seeking a new role, while 41% pointed to flexible working and 29% to working from home or hybrid options. Career development opportunities were cited by 28%.

The survey also highlighted long-standing frustrations with recruitment processes. Long applications were identified by 49% of candidates as a major deterrent, while 46% pointed to poor communication. More than a third, 34%, said they struggle to find roles that match their skills and career goals.

Generational split

Younger candidates appeared to be the most conflicted. Among people aged 17 to 25, 57% said they use AI tools during applications, yet 36% said they would consider withdrawing from a process if they felt an employer relied too heavily on AI. That was the highest proportion of any age group.

Older candidates were more likely to say their reaction would depend on the role or organisation. This view was held by 35% of those aged 46 to 55 and 52% of those aged 56 to 65.

Louise Shaw, Managing Director of Omni RMS, said reactions to AI varied by age and job type. “The study shows that candidate reactions to the use of AI is influenced by the role or the organisation. This suggests that if a candidate wants to work in a certain company or is very invested in a role, they may be more tolerant of the perceived overuse of AI. This was particularly true for older generations. Gen X (35%) and Baby Boomers (52%) all agreed that their perception of the overuse of AI in the recruitment process would depend on the role or organisation. Further to this, around 10% from both 46-55 year olds and 56-65 year old felt unsure on whether AI overuse by an employer would encourage them to withdraw from a job application process.”

Hiring pressure

The backdrop is a labour market in which employers are still struggling to fill vacancies. Omni cited data showing that 84% of organisations tried to fill roles in 2023 and 64% reported difficulties attracting suitable candidates. For employers facing large applicant volumes, AI tools offer a way to sort and screen applications more quickly, but the survey suggests this approach may carry reputational risks if candidates feel shut out of the process.

Shaw said the findings reflect what recruiters are seeing across the market. “The findings from the 2026 study reflects what we’re seeing across the recruitment market: the use of AI is being considered by both organisations looking for candidates and candidates when applying. Whilst technology is helping to improve efficiency and streamline processes, it is also changing candidate expectations.”

Nearly half of respondents, 46%, said they believe AI will improve the recruitment experience over the next few years. Yet 56% said they would be more likely to trust employers that provide honest job descriptions, including clear salary information and realistic expectations of the role.

For recruiters, that leaves a narrow path between efficiency and confidence. Human oversight, clear communication and shorter application processes were among the strongest factors candidates identified as reasons to trust an employer.

Long application forms remain one of the biggest complaints, with 49% of candidates citing them as a source of frustration.