That’s simply not how hiring works at most institutions.

For high traffic lower level positions, hiring managers resent getting given these AI tools. You wind up with candidates that are best at manipulating AI, not the most qualified. Their previous method, basic sorting and hitting the first acceptable worker (rather than the absolute best), is much more efficient use of their time.

For higher level positions, networking plays a much more significant roll. Since it’s a much more significant decision, companies are also less likely to entrust it to an AI.

Screening out unserious applicants is easier than you think, and can be addressed without a blackbox of potential lawsuits