Only one in four employers in Poland (24%) agrees with AI's use in personalizing cover letters or CVs. However, one in five does not accept AI in recruitment at all. These are most often small businesses (24%) and micro-enterprises (23%), according to an analysis prepared by the recruitment and technology firm Experis. We examined the opinions of labor market experts.
Not all Polish employers are open to candidates using AI in their recruitment efforts, according to an analysis by Expertis. It turns out that acceptance of technological support decreases when real-world skills verification begins.
Research shows that among employers:
- 28% of companies allow the use of artificial intelligence to obtain information about employers
- 25% of candidates approve of AI being used when preparing for a job interview.
- 24% agree to help with personalizing cover letters or CVs
- 16% are not opposed to candidates improving their portfolios
- 20% allow the use of AI when taking recruitment tests
- 18% believe that candidates can be assisted by AI during the recruitment interview.
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According to Aleksandra Żak, a labor market expert at Experis, the study results show that employers are increasingly understanding the potential of AI in recruitment, but at the same time are setting clear limits to its use .
“Artificial intelligence can significantly increase candidate effectiveness. From job offer analysis, through personalization of application documents, to interview preparation,” believes Aleksandra Żak. “It's a chance to level the playing field, especially for less experienced candidates or those transitioning to a new industry. On the other hand, overreliance on AI can lead to a loss of authenticity and difficulties in assessing a candidate's true competencies.”
Every fifth company does not want AI in recruitment
According to the Experis study, as many as 19% of surveyed Polish employers do not accept the use of AI at any stage of the recruitment process. These are most often small businesses (24%) and micro-enterprises (23%), as well as representatives of the energy and utilities sector (30%) and consumer goods and services (26%).
However, the greatest openness to artificial intelligence support in job applications is demonstrated by companies from the IT industry (13%) and the communication services sector (12%), as well as large enterprises (13%).
According to Aleksandra Żak, the openness of large companies to AI may stem from the fact that larger organizations are more likely to invest in modern technologies and have better facilities for evaluating them. They are also more accustomed to working with tools that automate HR processes.
– Smaller companies may be more cautious, not only because of limited resources, but also because of the fear of losing control over the quality of recruitment and the difficulty in verifying the authenticity of applications – says the Experis representative.
In turn, the IT sector's readiness to use artificial intelligence in tests and interviews, according to the expert, results from the fact that this industry naturally understands the mechanisms of AI better and is able to use them as support, not a threat.
– Even in large companies, these processes are often more formalized and scalable, which favors experimenting with new technologies, even at later stages of recruitment – adds Aleksandra Żak.
AI can help you get your dream job
According to Olga Nowakiewicz, an expert at Manpower, artificial intelligence is becoming increasingly present in recruitment processes and, when used skillfully, can be a real support for candidates in finding a job.
” AI tools help organize professional experience, improve the clarity and structure of documents, and align them with the requirements of ATS systems , which significantly increases the chances that a CV will be properly read and understood by a recruiter,” says Olga Nowakiewicz of Bankier.pl. “This allows candidates to effectively communicate their professional identity and competencies, thus increasing their chances in the process.”
According to the Manpower expert in her field, where she conducts recruitment processes for clients in the construction and real estate industries on a daily basis, AI support works great, for example, when creating lists of projects in which the candidate has participated.
“In the construction industry, where candidates often work on a project-based basis and change jobs depending on the contract, artificial intelligence can play a significant role in streamlining professional experience and effectively supporting them in landing their dream job,” says Olga Nowakiewicz. “Projects vary in their specifics, tender requirements, location, and scope of responsibility, and it is precisely these details that are crucial for a future employer. We are increasingly seeing the emergence of professional career summaries, which add value to applications, and creating them with the help of AI is simple and quick.”
Unnatural style and repetitive phrases can be deceptive
According to the expert , AI tools can also be particularly useful in matching applications to specific job offers and in preparing for recruitment interviews .
“They allow for quick gathering of information about the company, the market, and the competition. This, in turn, translates into better substantive preparation and greater candidate confidence,” adds Olga Nowakiewicz.
According to a Manpower representative, cases of using AI support are most often seen in content published on LinkedIn rather than in applications.
“The fact that a post or profile description was generated automatically reveals a distinctive, very smooth, unnaturally generic style of expression, repetitive phrases, and a lack of personal tone,” says Olga Nowakiewicz. ” AI is a great tool for organizing thoughts, building structure, and finding the right words, but maintaining authenticity is undoubtedly essential. Personalization of content and adding references to your own experiences are elements that lend credibility to your professional profile, both in the context of applications and building a personal brand on professional social networks. Supporting AI tools in a thoughtful and personalized way adds value to applications and can definitely help candidates strengthen their chances in the process.”
Own contribution and self-reflection needed
Recruitment platforms also warn against excessive use of AI in application development. Among the tips provided by Pracuj.pl, the portal suggests that the best chances of success are those whose CVs truly reflect the knowledge, competencies, qualifications, and fit with the team, position, and organizational culture expected by the employer .
“By using Chat GPT, you can find various inspirations and tips, prepare something like an outline and notes, but we don't recommend using artificial intelligence to write your CV. You can easily see that the content is generative, lacking a personal touch or naturalness. It's worth using various tools, but without sacrificing your own input and self-reflection,” suggest Pracuj.pl experts.
You could be blacklisted
Employers recruiting employees also often state that they don't agree to submitting documents generated by artificial intelligence. This is especially true for those who value individuality, organizational culture, and personalization. One such organization is the Open Cages Association, which explicitly informs prospective job candidates that it wants to understand their actual skills and how they think and communicate, without the assistance of AI or other people. Therefore, it requires that all responses be written independently and without the use of large language models (LLMs) such as AI chatbots.
“Any detected use of AI tools (such as ChatGPT, Gemini, Claude, etc.) will result in immediate disqualification from the recruitment process and addition to our internal candidate blacklist. This policy is non-negotiable,” the email to job applicants stated.
There are many indications that the use of artificial intelligence can be very helpful in applying for your dream job, but moderation is definitely needed here.
