Natasha is a leading HR expert, entrepreneur, author and sought-after media commentator for outlets such as Sunrise (Channel 7), ABC Radio and The Australian Financial Review. Natasha co-founded Employee Matters in 2011 to help Australian businesses achieve success through their people.
We are living in a new era of recruitment. With over 90% of Australian bosses now using Artificial Intelligence to advertise and hire, the landscape for job seekers has fundamentally changed. But while algorithms might be the gatekeepers, it is still humans who hold the keys.
I recently joined the team on Sunrise to discuss "The Power of Personality" and how candidates can navigate this tech-heavy terrain. Here is the reality: AI is here to stay, but it can’t replace the authentic human connection.
Who is this for?
Almost every blog article we write is for Australian businesses looking to hire, manage and, when needed, exit better. We exist to help businesses succeed through better HR and Recruitment.
But this one is for the candidates. It’s a tough market out there, and AI hasn’t made it any easier …
The AI Reality Check
The stats are undeniable. AI is a powerful tool for efficiency, helping employers sift through mountains of data. In fact, 64% of applications received aren't actually a match for the role, so AI helps recruiters screen them out quickly.
This has led to a new phenomenon: candidates trying to "hack" the system. We’re seeing 45% of job seekers trying to trick the bots. But here is the catch: 91% of recruiters can spot that deception a mile away.
So, how do you actually stand out?
How to Stand Out to Recruiters
1. Use AI as a Tool, Not a Crutch
It is perfectly fine to use AI to generate a first draft of your resume or cover letter. It saves time and can help with structure. But you must inject your own skills, experience, and voice into it. A generic, bot-written application reads exactly like what it is: robotic.
2. Leverage the "Human" Element (and maybe some humour!)
When everyone else sounds the same, being different is a competitive advantage. I shared a story on air about a candidate who didn't have the exact experience for a role but used humour in his cover letter to acknowledge the "AI elephant in the room." He wrote:
"Hey, everyone else is going to use AI here. I'm not. I actually don't have the experience for the role, but I've got 20 years of transferable experience. Why don't you just pick up the phone, give me a call, and we can chat."
That human approach cut through the noise. He got the interview because he showed personality.
3. The "Library" Level of Research
Years ago, before the internet, I used to go to the library to research companies before an interview. Today, with the world at our fingertips, there is no excuse for showing up unprepared. Don't just read the "About Us" page. Look for:
Revenue and turnover trends.
Their Go-to-Market strategy.
The background of the specific people interviewing you.
4. Finish Strong
The interview isn't over until you walk out the door. Always have prepared, insightful questions to ask the hiring manager at the end. It shows engagement, intelligence, and genuine interest.
The Bottom Line
AI is great for screening, but we still need humans to assess. Your true character, your preparation, and your ability to build rapport are things an algorithm simply cannot replicate.
Wishing you luck with your job search, and if you haven’t already, check out our current Jobs Board.
Host: Welcome back. AI is changing how job seekers land their dream role. In Australia, more than 90% of bosses are using artificial intelligence when advertising and hiring, making it even harder in some cases for job seekers to secure that interview. But according to some experts, impressing your new boss is more important than beating the bots. And all it takes is being yourself. So how powerful is personality in the age of AI? For more, Natasha Hawker, managing director at Employee Matters, joins us now. Morning to you. How important is, uh, your true character in this world of AI?
Natasha Hawker: Absolutely important. What we're seeing now is that the vast majority of recruiters and organisations are using AI bots to actually do the screen. In fact, 64% of applications aren't actually a match to the job. So it's a really quick way for employers to cull people who aren't successful. My personal view is AI is great to screen, but we still need humans to assess.
Host: Right. So that's on that side of it. What if you are applying for a job? Should you be using AI to you know, um, help with your resume or make you look a certain way or does everyone look the same then?
Natasha Hawker: Yes, you should use it for an initial first draft, but you absolutely need the skills, experience, and aptitude for the role. And what we're finding is that already 45% of candidates are trying to hack AI recruitment processes, but 91% of recruiters can spot that deception. You might want to use humour to stand out. We had a candidate recently who in his cover letter said, "Hey everyone else is going to use AI here. I'm not. I actually don't have the experience for the role, but I've got 20 years of transferable experience. Why don't you just pick up the phone, give me a call, and we can chat." And that, that really stood out for us.
Host: So if 60% are being weeded out because you don't... because AI is weeding you out. Um, what are they weeding people out on?
Natasha Hawker: They actually don't have the skills, experience, or education to do the job. So you know, when you're going for an interview, you want to show up. You want to be prepared. You want to make sure that you've thought about the questions in advance so that you can put your best foot forward and not stumble through that, and maybe anticipate some questions you might want to ask them at the end.
Host: It... the AI is everywhere, right? And I'm just thinking about school students at the moment and how it makes it easier for study. Doing that personal research ahead of your job interview. So you potentially know, one, the the indepth nature of that role but also the company itself. Does that help?
Natasha Hawker: Absolutely. I remember years ago before we even had the internet that I used to go to the library to research companies before I went for an interview. You absolutely have no excuse not to know a lot about the company, their revenue, their turnover, maybe their go-to-market strategy, but also who's interviewing you so you can build that rapport and credibility. It's absolutely key. You want to make a lasting impression. And so have some great questions at the end as well. And maybe do a course in AI. Like, that's where we're headed, just in case there's a lot of recruiting in AI.
Host: Thank you very much.
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