Breaking Through the AI Hiring Barrier: The Reality of Job Applications Today
Elena Ermakova
COO & Senior Account Executive | Driving Operational Excellence, Revenue Growth & Enterprise Transformation
It’s no secret that I’ve been looking into the future, exploring new opportunities, and considering the next step in my career. My goal? To bring my entrepreneurial experience into a larger enterprise, gain deeper industry knowledge, and evolve into a COO role—not just in one sector, but across industries.
But here’s the challenge: getting past AI-driven hiring systems to even have a conversation.
The AI Screening Dilemma
Hiring has changed. AI now plays a critical role in recruitment, scanning thousands of applications in seconds, filtering candidates before a human even sees their name.
Harvard Business Review found that 88% of employers now use AI in hiring, automating resume screening, initial interviews, and even assessments. While this speeds up recruitment, it also eliminates many qualified candidates before they ever get a chance to showcase their skills.
In fact, only 3 out of 100 applicants make it through AI filters to land an interview, according to data from Josh Bersin, a global HR expert. That means 97% of people are rejected by a machine—not because they aren’t good enough, but because their experience doesn’t fit into a pre-programmed checklist.
The Challenge for Entrepreneurs & Multi-Skilled Professionals
This is where it gets personal. My experience isn’t from a Fortune 500 company; it’s from building, growing, and leading businesses—often wearing multiple hats at once.
Managing a small venture requires broader expertise than many corporate roles:
? Strategy & Execution – Not just planning but delivering results with fewer resources.
? Financial Management – Budgeting, forecasting, and making every penny count.
? Technology & Innovation – Staying ahead in SaaS, tech trends, and digital transformation.
? Sales & Customer Relations – Working directly with clients, adapting to their needs, and ensuring business growth.
And yet, AI-driven hiring systems often struggle to recognise this kind of experience. Instead, they prioritise linear career paths, filtering out candidates whose CVs don’t match pre-set corporate job titles.
As a result, many skilled professionals are left behind.
Why Big Enterprises Are Struggling Too
Interestingly, large enterprises are also frustrated with AI-driven hiring. Senior HR leaders from McKinsey & Company and Gartner have publicly stated that AI screening eliminates too many potential hires.
With thousands of applications per role, HR teams end up with a shortlist of highly similar candidates—those who tick all the algorithm’s boxes but may lack real-world adaptability. The talent pool is shrinking, and many recruiters are missing out on highly capable professionals just because their CV doesn’t look “perfect” to an AI system.
So, How Do You Break the Chain?
If you’re navigating the same challenge, here’s what I’ve learned about breaking through the AI barrier:
1?? Optimise Your CV for AI—But Keep It Human-Friendly
2?? Use Networking to Bypass AI
3?? Show Your Value Beyond a CV
4?? Keep Learning & Adapting
Final Thoughts
The hiring landscape is changing, and AI isn’t going anywhere. But that doesn’t mean we should accept a system that filters out great talent.
For those of us with non-traditional career paths, the challenge isn’t just getting noticed—it’s proving that real-world experience, adaptability, and leadership matter more than just job titles.
?? Have you faced similar challenges in your job search? How have you navigated AI-driven hiring processes? Let’s discuss in the comments!
#Hiring #AIRecruitment #CareerGrowth #Entrepreneurship #COO #ProfessionalDevelopment #FutureOfWork #Leadership