AI's Impact on Hiring in 2025 - Resume Genius Survey

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AI is changing the way companies hire, and fast. From screening resumes to assessing skills, it’s becoming a bigger part of the hiring process every day. For employers, keeping up with these changes is more important than ever.

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To understand how employers are adapting to AI, Resume Genius surveyed 1,000 hiring managers across the U.S.

The survey asked hiring managers how AI is helping them find talent, evaluate skills, and streamline the hiring process. It also explores the challenges AI brings and how different generations and genders view its impact.

So, what’s next for hiring? Here’s how AI is shaping recruitment in 2025.

Key Takeaways

AI as a job skill

8 in 10 hiring managers now prioritize AI-related skills.
89% of Gen Z hiring managers prioritize AI-related skills when hiring.

How AI is changing the job application process

48% of hiring managers use AI to screen resumes before a human reviews them.
Gen Z hiring managers are 3x more likely than Boomer hiring managers to use AI for video interviews.
79% of Millennial hiring managers believe AI can help reduce hiring bias, while Gen X is the least convinced (64%).

Why AI makes hiring managers worried

75% of hiring managers say AI improves candidate quality, but AI-generated resumes are being detected more often.
- 74% of hiring managers have seen AI-generated content in applications, including resumes and cover letters.
- 58% of hiring managers are concerned about AI-generated applications.
17% of hiring managers have encountered candidates using deepfake technology to alter their video interviews.
35% of hiring managers have come across AI-created portfolio projects or creative work.
43% of Gen Z hiring managers say they’ve seen fake AI-generated LinkedIn and social media profiles. In comparison, 35% of Millennials, 29% of Gen X, and 25% of Boomers have noticed them.
46% of Gen Z hiring managers have caught candidates using AI to cheat — more than any other generation (32% of Millennials, 26% of Gen X, 18% of Boomers).

8 in 10 hiring managers look for AI-related skills when hiring

Do employers now expect candidates to be AI-savvy? Based on our survey results, it seems that way.

With AI integration becoming a standard across businesses, 81% of hiring managers now consider AI-related skills a hiring priority, making them among the most sought-after capabilities in 2025.

Here are the top AI skills hiring managers seek in 2025:

Using AI tools like ChatGPT, MidJourney, or automation software (36%)
Problem-solving and critical thinking skills for AI-related challenges (35%)
Understanding and applying ethical AI use (33%)
Integrating AI into workflows or systems (31%)
Machine learning and data analysis (19%)
Not currently prioritizing AI skills (19%)
Writing effective AI prompts (prompt engineering) (16%)
Developing and programming AI models (e.g., Python, TensorFlow) (16%)

Gen Z managers are the biggest advocates of AI skills

According to our results, all generations want job applicants to have AI skills, especially younger hiring managers who are eager to integrate AI into the workplace.

Our survey discovered that 89% of Gen Z prioritize AI-related skills in the hiring process (compared to 87% of Millennials, 88% of Gen X, and 78% of Boomers).

Let’s see what different generations of hiring managers are looking for in applicants:

Gen Z:

Understanding and applying ethical AI use (38%)
Using AI tools like ChatGPT, MidJourney, or automation software (34%)
Integrating AI into workflows or systems (33%)

Millennials:

Using AI tools like ChatGPT, MidJourney, or automation software (39%)
Integrating AI into workflows or systems (35%)
Problem-solving and critical thinking skills for AI-related challenges (34%)

Gen X:

Problem-solving and critical thinking skills for AI-related challenges (37%)
Using AI tools like ChatGPT, MidJourney, or automation software (34%)
Understanding and applying ethical AI use (28%)

Baby Boomers:

Ethical AI use (37%)
Problem-solving or critical thinking skills (35%)
Proficiency in AI tools (32%)

Prompt engineering is creating a generational divide

Gen Z (22%) and Millennials (19%) are nearly twice as likely as Gen X (12%) and Baby Boomers (12%) to prioritize prompt engineering — the skill of optimizing prompts for AI tools like ChatGPT.

As AI tools become more embedded in workplace processes, it appears younger hiring managers are seeking candidates who not only use AI but also understand how to fine-tune it for better results.

Gen Z leads in AI model development and programming

The biggest generational divide emerges in technical AI skills like AI model development and programming (e.g., Python, TensorFlow, PyTorch).

29% of Gen Z hiring managers say AI model development is a top hiring priority — that’s twice as high as the average hiring manager (16%).
- It drops to 19% for Millennials, 13% for Gen X, and just 5% for Baby Boomers.
- This finding makes Gen Z hiring managers nearly 6x more likely than Boomers (29% vs. 5%) to find applicants with AI model development expertise.

The biggest AI hiring gaps by gender

According to our survey, men place more value on AI tech skills than women.

The largest gap between men and women is in AI tool proficiency — 41% of men consider it a top skill, compared to just 30% of women, making men 38% more likely to prioritize it.

Male hiring managers are also:

38% more likely than women to prioritize proficiency in AI tools.
64% more likely to emphasize AI model development and programming (19% of men vs. 12% of women).
65% more likely to prioritize machine learning and data analysis (24% of men vs. 14% of women).

Men push for AI tech skills, women emphasize ethics

While AI skills are in high demand, men and women don’t value them equally when hiring.

Our survey found that male hiring managers are significantly more likely than female hiring managers to prioritize AI-related skills, with 86% of men saying AI proficiency is a hiring focus, compared to 76% of women.

In fact, women are 73% more likely than men to say AI skills aren’t a hiring priority for their company. A quarter of female hiring managers (24%) say that they or their company aren’t currently prioritizing AI skills (vs. 14% of men).

However, when women do prioritize AI, their focus is different from their male counterparts.

Male hiring managers prioritize:

Using AI tools like ChatGPT, MidJourney, or automation software (41%)
Problem-solving and critical thinking skills for AI-related challenges (37%)
Integrating AI into workflows or systems (33%)
Understanding and applying ethical AI use (31%)
Machine learning and data analysis (24%)

Female hiring managers prioritize:

Understanding and applying ethical AI use (35%)
Problem-solving and critical thinking skills for AI-related challenges (32%)
Using AI tools like ChatGPT, MidJourney, or automation software (30%)
Integrating AI into workflows or systems (29%)
Machine learning and data analysis (14%)

76% believe AI makes it harder to assess whether candidates are authentic

Hiring managers rely on AI to hire smarter — but trust issues remain.

When we asked hiring managers how they view AI’s role in recruitment:

78% say AI makes hiring faster and more efficient.
76% believe AI makes it harder to assess whether candidates are authentic.
75% say AI helps them find stronger candidates.
71% agree AI tools can reduce bias and improve diversity in hiring.
58% are concerned about AI-generated applications.
31% don’t think AI will significantly impact hiring at all.

According to our findings, 69% of hiring managers believe AI will significantly impact hiring in the coming year, with 27% strongly agreeing that AI will reshape recruitment.

AI hiring tools are also widely seen as a way to improve candidate quality and reduce bias. 71% of hiring managers believe AI can enhance diversity efforts, including 21% who strongly agree and 50% who agree.

However, concerns about AI-generated applications persist. Hiring managers are nearly split on the issue, with 58% worried about AI’s impact on candidate authenticity, while 42% remain unconcerned.

Millennials lead in AI-driven hiring and diversity efforts

Is AI pro-DEI? 8 in 10 Millennial hiring managers think so. Millennials are the biggest advocates for AI in recruitment, with 79% believing it helps reduce hiring bias — more than any other generation.

Millennials are the most strongly opinionated about AI having a significant impact on hiring processes, with 71% believing that AI will impact hiring processes, in comparison to 68% of Baby Boomers, 67% of Gen X, and 61% of Gen Z.

Here’s how each generation views AI in recruitment:

Millennials (79%) are the strongest supporters of AI improving diversity, compared to 70% of Gen Z and Baby Boomers, and 64% of Gen X.
Millennials (83%) are also the most convinced that AI speeds up hiring, ahead of Gen Z (77%), Gen X (74%), and Baby Boomers (73%).
Gen Z (62%) and Baby Boomers (63%) are the most concerned about AI-generated applications, while Gen X (55%) and Millennials (57%) are less worried.
Millennials (71%) are the most likely to say AI will have a major impact on hiring, compared to 68% of Baby Boomers, 67% of Gen X, and 61% of Gen Z.

Men put more trust in AI for hiring decisions

Men are more optimistic about AI’s role in recruitment, seeing it as a key tool for efficiency and diversity.

81% of men say AI speeds up hiring, compared to 74% of women.
71% of men believe AI will have a major impact on hiring, versus 66% of women.
73% of men think AI reduces hiring bias, compared to 69% of women.

While both genders see AI’s benefits, men seem more convinced of its potential to transform hiring.

AI is showing up in job applications — sometimes deceptively

As AI tools become more advanced, hiring managers are seeing a surge in AI-generated applications.

Our survey found that 74% of hiring managers have encountered AI-generated content in applications, with nearly half seeing AI-crafted resumes and cover letters, with some reporting that candidates are using deepfake technology in video interviews. Out of the 1,000 hiring managers, 26% of them say they haven’t come across or noticed the use of AI in a candidate’s application.

Here’s what hiring managers have encountered:

47% have seen AI-generated resumes or cover letters.
35% have come across AI-created portfolio projects or creative work.
33% have spotted AI-generated user profiles on LinkedIn or other social media.
29% have caught candidates using AI to cheat on online skills assessments.
17% have even encountered deepfake technology in video interviews.
Only 26% say they haven’t noticed AI being used in applications.

Gen Z hiring managers are the hardest to fool when it comes to AI

AI-generated job applications are on the rise, but not all hiring managers are catching on at the same rate.

Turns out, Gen Z recruiters are the sharpest when it comes to spotting AI-assisted job seekers — nearly half of them are catching AI job applicant cheats.

Who’s noticing AI in job applications?

Gen Z hiring managers are the most aware of AI’s presence in the hiring process:

Only 13% of Gen Z managers say they haven’t noticed AI in applications.
This number jumps to 20% for Millennials, 33% for Gen X, and 37% for Boomers.

Who’s catching applicants using AI to cheat?

Job seekers aren’t just using AI for resumes — they’re also leveraging it for skills assessments. Here’s how hiring managers compare in spotting it:

46% of Gen Z hiring managers have caught candidates using AI to cheat on assessments.
That number drops to 32% for Millennials, 26% for Gen X, and 18% for Boomers.

Who’s spotting AI-generated profiles?

Fake AI-generated LinkedIn and social media profiles are another growing concern:

43% of Gen Z hiring managers say they’ve seen these profiles.
In comparison, 35% of Millennials, 29% of Gen X, and 25% of Boomers have noticed them.

Who’s seeing AI-created portfolio work?

Millennials are the most likely to encounter AI-generated creative work or portfolio projects:

42% of Millennials have come across AI-made work, compared to 38% of Gen Z, 29% of Gen X, and 25% of Boomers.

Who’s encountering the most candidates using deepfakes?

At least 1 in 10 hiring managers from every generation are interviewing candidates on-screen who aren’t who they seem. Out of all generations, 24% of Millennials report encountering applicants using deepfake technology during the recruiting process, compared to 16% of Gen Z, 10% of Gen X, and 14% of Boomers.

Men are more likely to spot AI-generated job applications than women

There seems to be a gender gap in AI awareness, with male hiring managers being more likely to detect AI use in applications than their female counterparts.

77% of men have noticed AI in job applications, compared to 70% of women.
Women are 32% less likely to say they’ve seen AI being used in hiring.
37% of men have spotted candidates submitting AI-generated portfolio projects or creative work, compared to 32% of women.
35% of men have come across AI-generated user profiles on job-seeking platforms, while only 29% of women have noticed them.

AI is now the first gatekeeper in hiring

AI is no longer just a tool for job seekers — it’s the first hurdle they must pass.

Hiring managers shared how they use AI tools to streamline recruitment:

48% of hiring managers now use AI to screen resumes and job applications.
46% rely on AI to match candidates to job roles based on their skills.
30% of hiring managers use AI to automate initial candidate outreach and communication.
Nearly 1 in 3 hiring managers (30%) have implemented AI tools to reduce bias in the recruitment process.
1 in 10 hiring managers (19%) use AI tools to help them conduct AI-assisted video interviews.

Younger hiring managers rely on AI even more — over half of Gen Z hiring managers say they use AI to filter resumes before reviewing applications.

Here’s what our survey found:

54% of Gen Z hiring managers use AI to screen resumes before reviewing applications, compared to 52% of Millennials, 43% of Gen X, and 44% of Boomers.
41% of Millennials use AI for automated candidate outreach, compared to 29% of Gen Z, 24% of Gen X, and 19% of Boomers.
52% of Millennials use AI for job matching by skills, followed by 43% of Gen Z, 42% of Gen X, and 41% of Boomers.
32% of Gen Z hiring managers conduct AI-assisted video interviews, compared to 21% of Millennials, 17% of Gen X, and 11% of Boomers.
40% of Gen Z hiring managers use AI to reduce bias in hiring, compared to 33% of Millennials, 26% of Gen X, and 20% of Boomers.

Male hiring managers are nearly 1.5x more likely to use AI during recruitment

Our data suggests that male hiring managers use AI tools far more than their female counterparts, especially when it comes to communication and reducing bias.

A quarter of female hiring managers (26%) say that they haven’t used AI tools to streamline or improve the hiring process, compared to 15% of male hiring managers.
35% of male hiring managers use AI to automate initial candidate outreach and communication (almost 1.5x more) compared to 25% of female hiring managers.
32% of male hiring managers use AI to reduce bias in the recruitment process, compared to 26% of female hiring managers.

Conclusion

Our data shows that AI is becoming a key factor in hiring, especially among younger managers. Job seekers who develop AI-related skills will have a competitive advantage.

For technical roles, AI model development, machine learning, and prompt engineering are in demand. For non-technical jobs, proficiency in AI tools, workflow integration, and problem-solving for AI-related challenges can help candidates stand out.

While AI isn’t required for every role, it’s influencing hiring decisions more than ever. Job seekers should familiarize themselves with AI tools relevant to their industry, highlight AI-related skills on their resumes, and be prepared to discuss how they use AI in their work.

As AI streamlines recruitment for employers, job seekers who adapt will be better positioned for the future of work.

Methodology

This Pollfish survey launched on January 8, 2025, and targeted a sample of 1,000 participants. The analysis was conducted from February 3–14, 2025. This study examined how U.S. hiring managers evaluate AI-related skills, the role of AI tools in recruitment, and the perception of AI’s impact on hiring efficiency and diversity.

Qualifying respondents were required to be working as a hiring manager, or be part of the hiring team in their company. The data was analyzed using both the results provided by Pollfish and the outputted raw data in Google Sheets via programs created with Python Pandas.

To minimize bias, Pollfish uses Random Device Engagement (RDE) to ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or contact eduardo@resumegenius.com.

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