It starts off completely innocently.
You open a chatbot. You paste in the job advertisement. You ask it to write an application.
In a few seconds, you'll have the perfectly formulated document, with flawless language, precise and professional word choice, and not least a tailored motivation for the position. Before you know it, you'll be sitting there with the perfect application... or so we like to think.
For job seekers, this is not only time-saving, but it is perceived as a huge advantage. But what actually happens when everyone does the same thing?
Several studies show that an increasing number of job seekers are using AI in their job search. At the same time, several employers report a clear change; not only are they receiving more applications than before, but more and more of them appear to be the same. The language is academically correct, the structure is good, but something of the most important is still missing. The personal touch disappears.
Job applications have traditionally been a way to get to know a candidate. Not just what you've done, but who you are. When AI takes over the wording, we risk the application becoming more of a product of technology. The consequence of this is that it becomes harder to distinguish between candidates. When everyone appears «highly motivated», «structured», and «solution-oriented», the words lose their value. Language becomes empty of content, and what was previously a sign of quality now becomes standard.
This is also noticeable among employers, who are now considering dropping the cover letter entirely, precisely because it no longer gives a reliable impression of the candidate. When the text could just as easily have been generated by AI, it loses its function as a basis for assessment.
At the same time, a new dilemma arises: fairness. Those who understand how to use the tool strategically will have an advantage, and in this way, the use of AI can create a new divide in the labour market. Not based on competence, but on technological understanding and use. This does not mean that AI itself is the problem. Used consciously, AI can be a valuable tool and a useful aid. It can help candidates structure experience, improve language (dyslexia), or clarify messages. For many, this very thing can also lower the threshold for applying for a job.
The challenge thus arises when AI is no longer a tool, but a replacement.
Because at the moment the application no longer represents you, but a machine-generated version, we lose something important. Not just in the recruitment process, but in how we present ourselves.
Perhaps this is a sign that we need to start rethinking. If the application no longer works as before, we should question the whole format. Perhaps the recruitment of the future should be more about actual skills, practical tasks, and direct dialogue. Rather than perfectly worded texts.
Ultimately, it's not about how well something is written.
It's about who you are.
And that is still something no artificial intelligence can fully replicate.
3 Tips for Good Applications That Capture Employers:
- Be creative. Stand out from the crowd by using a personal tone, a captivating opening, or a slightly unusual structure that sparks interest.
- Think for yourself, the best applications are original. Show that you have familiarised yourself with the position and tailored your application specifically to the employer.
- Use your own personal examples or effects other than text. Tell concrete stories from your experiences, and consider including something extra that sets you apart from others.
Sources
Isaksen, K. S., & Strøm, P. (2025, 31 May). Artificial intelligence is making differences too small – now several employers are dropping the application text. NRK. https://www.nrk.no/nordland/kunstig-intelligens-gjor-forskjellene-for-sma-_-na-dropper-flere-arbeidsgivere-soknadsteksten-1.17432169
FINN.no. (2025, 26 May). Investigation: Job Seekers on AI. FINN for businesses. https://www.finn.no/bedriftskunde/aktuelt/jobbindeks/jobbsokere-om-ai