Artificial intelligence (AI) is becoming a more regular part of how people apply for jobs. Our latest AI in Recruitment survey found that 60% of job seekers in the non-profit sector have already used AI to support a job application, and 80% say they would consider doing so in the future.
Whether you’re using AI to polish your CV, generate a cover letter, or prepare for interviews, it’s clear that these tools can offer real advantages. But with opportunity comes responsibility. Using AI effectively and ethically can make the difference between standing out for the right reasons or being overlooked altogether, which is more crucial in a job short market.
If you are considering using AI to support your job application here is what you need to know.
Our research shows that job seekers are embracing AI in a variety of ways:
Interestingly, while job seekers are moving fast, organisations are still catching up. Only 11% of non-profit organisations are currently using AI in their recruitment processes, and just 10% of those have formal policies in place. This means there’s a lack of consistency in how AI-generated applications are received and the approach employers are taking in response to this. That is why it is important to use these tools carefully and responsibly.
How to Use AI effectively in your job application
AI can be a powerful assistant to support you in your job search, but it shouldn’t compromise on the authenticity and personalisation expected from a job application.
Use AI to enhance your application
AI is great at helping you get started or refine your writing, but it shouldn’t do all the work for you. Hiring managers can often spot when a CV or cover letter has been generated entirely by AI (we are repeatedly hearing about identical cover letters). When hiring managers are potentially sifting through a high number of applications, yours may not stand out for the right reasons if completely generated by AI or if it lacks depth and personalisation.
Tip: Use AI to generate a first draft or improve your grammar and structure, but always personalise the content with your own voice, values, and experiences.
AI can help you highlight relevant experience to the job description and if you aren’t confident in selling yourself, it can help showcase achievements more clearly, but it’s up to you to ensure it reflects your actual skills and achievements, as it can lead to inaccuracies or exaggerated claims.
Tip: Double-check everything AI writes. Make sure it’s factually correct and aligns with your real experience.
As reported in our survey, job seekers are using AI to help them prepare for interview questions, such as to practice responses. This can be a good way to prepare for potential questions, structure your answers clearly, building your confidence to support performing well in interview. It would not be appropriate to use AI in a live interview setting to assist with answering questions.
Tip: Use AI to simulate common interview questions for the role you are interviewing for and practice answering them in your own words.
What to consider before using AI
While AI can be helpful, there are some important limitations and ethical considerations to keep in mind:
Our report found that 60% of organisations don’t ask candidates to disclose AI use, but 40% of job seekers said they wouldn’t feel comfortable disclosing it anyway. This lack of transparency can create confusion and mistrust.
Tip: If you’re asked whether you used AI, be honest. Using AI ethically, especially to support accessibility or language barriers, is not something to hide or worry about. It can also be an essential skill for the job you are applying for, if used well and some employers will be impressed with good, ethical use of AI.
One concern raised by hiring managers is that AI-generated applications can feel impersonal or lack authenticity. In the non-profit sector, where values and mission alignment matter, this could be a red flag.
Tip: Make sure your application reflects who you are and not just what the job description says. Share real examples, motivations, and outcomes.
AI tools are trained on large datasets, which can sometimes reflect biases. If you’re using AI to generate content, be aware that it might unintentionally reinforce stereotypes or use language that doesn’t align with inclusive values.
Tip: Review AI-generated content critically and ensure it reflects you, is inclusive, uses respectful language and avoid jargon.
When AI is a strength
AI can demonstrate essential skills today, including soft skills, such as your adaptability and digital skills, especially important in roles that require communication, technical literacy, or innovation.
If you’ve used AI to improve your CV or prepare for an interview, and it helped you present your skills more clearly, that’s a strength. Just be ready to explain how you used it and why.
AI is changing the way we work and the way we apply for work. In a competitive job market, it can be a valuable tool to help you stand out, save you time, and help you feel more confident. But, the most successful candidates are those who use AI to support their efforts, not replace them.
Organisations will need to continue to adapt and if you are going to use AI effectively, ensure you stay informed, use it authentically, that reflects your values and strengths.
You can download our full report, AI in Recruitment: Non-Profit Sector 2025, to explore how job seekers and employers are using AI and what it means for the future of hiring here.
