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Does Every Job Application Look the Same in 2024?
With the rapid technological advancement we are experiencing each year, we can notice a growth in AI and chatbot usage when discussing job applications. Many candidates rely on such tools to build resumes, cover letters, or contact hiring managers.
Although the technology we possess nowadays is excellent and can help us in multiple ways, job seekers must be careful as it can also negatively impact their job applications due to a lack of authenticity and personality.
Recurring Terms
One common issue with AI-driven application processes is the reliance on recurring terms and keywords, making all resumes look the same. Job seekers may be tempted to rely too much on chatbots, risking a lack of authenticity and individuality.
This approach can lead to applications that appear generic and fail to showcase a candidate's unique skills and experiences. The automated responses and overuse of keywords may not capture the nuances of individual personalities, leading to a missed chance to make a memorable first impression.
Chatbots often repeat terms or expressions, such as “seamlessly”, “unwavering”, “showcasing”, “as a result”, or “in conclusion”, for example. They tend to follow the same pattern when structuring a copy for a cover letter, with an introduction leading to a conclusion that not always is well connected.
To stand out from the crowd, applicants should strive to infuse their language with vivid examples and specific accomplishments. Instead of using generic terms, provide concrete instances where you collaborated effectively within a team, solved a particular challenge, or delivered measurable results. The more specific you can get, the better.
Common Cover Letters
AI may inadvertently encourage a one-size-fits-all approach to job applications. Some candidates might use generic templates for their cover letters, neglecting to tailor their applications to the specific requirements of each job.
This lack of personalisation can harm a candidate's chances of standing out in a competitive job market, as Hiring Managers may overlook applications that appear to be using a generic approach.
Recommendations: To have a more personalised cover letter, you can work the other way around. Instead of going to chatbots to start them, try writing them in your own words, highlighting your expertise and why you would be a great fit for the position.
Then, you can recur to AI tools, pasting your initial cover letter there and asking them to make it better, whether by using a more professional vocabulary or improving the copy structure for example.
Remember that you don’t have to accept all their changes or their first version. You can keep tailoring it by asking things such as “make it shorter” or “emphasise my background”, for example, to arrive at the objective you want without losing the essence of your first message.
Download our Cover Letter and Resume guides
Online Assessments
Some companies use online assessments during the application process, and candidates utilising AI tools may find themselves adapting their responses to match expected patterns rather than providing genuine answers.
This can dilute the authenticity of their responses and create an impression of insincerity. Predefined responses and suppressing your natural conversational style can result in a lack of spontaneous exchanges that would occur in an authentic interaction.
Striking the Right Balance
Despite these challenges, job seekers can explore AI tools with a strategic approach. This technology can be beneficial in providing templates or tips, but it is essential to tailor the message to demonstrate your essence, unique skills and aspirations.
Craft resumes and cover letters that authentically reflect your talents and experiences. Use keywords naturally, focusing on relevance rather than overloading your application with them.
You can customise each application to match the specific job requirements. Highlight how your achievements align with the company's needs, values and the role you are applying for.
Remember that, at the end of the day, behind the AI algorithms are human recruiters. Incorporate a personal touch in your application to connect with the human aspect of the hiring process and how you'd represent the company values.
Conclusion
As AI and chatbots become more used each day, job seekers must adapt and utilise them as a supportive tool instead of the main creative process in their applications.
While these technologies offer efficiency, a well-balanced approach prioritising authenticity, personalisation, and staying informed will enable candidates to stand out in a competitive job market.
Keep yourself updated with industry trends and AI advancements to adapt your job-seeking strategies accordingly. Understanding how AI is used in recruitment can help refine your approach and improve your chances of securing your desired job.
If you want to use the recommendations above for your next job application, you can easily find all current positions available on our website by clicking
here . If you need support from our specialised team, you can also
upload your resume to hear from us in case we have any opportunity that matches your skills and experience.
Spoiler: “Competitive salary” isn’t the hook you think it is.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Why the way you brief, partner, and align at the top matters more than ever.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
We’ve entered an era where the smartest systems aren’t the loudest. they’re the ones you don’t even notice. Ambient Intelligence (AmI), or “ambient invisible intelligence,” is reshaping how we live and work, not with fanfare, but with subtlety. This is AI that whispers instead of shouts. It learns your habits, senses your environment, and responds without you lifting a finger. It’s the kind of intelligence that anticipates, not interrupts. So… why should tech professionals, recruiters, and business leaders care? What Is Ambient Intelligence (AmI), Really? Ambient intelligence refers to digital systems—AI, sensors, and networks—that are embedded into our environments to support humans quietly and contextually. Think beyond chatbots and flashy dashboards. This is: Smart lighting that adjusts based on mood or weather Healthcare systems that flag early symptoms before patients notice Cybersecurity that auto-defends without alert fatigue Enterprise tools that prioritise tasks based on your unique working patterns. It’s a tech layer that fades into the background. That is, until you realise you couldn’t function without it. A Silent Revolution in the Workplace Here’s the interesting bit: Ambient AI isn’t just for homes and smart cities. It’s quietly infiltrating our workplaces. Talent Platforms that serve candidates content before they search. Meeting Software that understands conversation flow and adjusts transcripts, follow-ups, or even sentiment analysis in real time. Facilities Management tools that adjust airflow, lighting, and noise levels based on occupancy and stress indicators. And all of this happens without user prompts. We’ve moved from “Hey Siri” to “Siri already knows.” Why It Matters for Tech Recruitment Let’s talk talent. As ambient intelligence grows, we’ll see rising demand for: AI/ML engineers with human-centred design experience Data privacy and ethics specialists IoT security experts UX professionals who understand invisible design Integration architects who can make fragmented systems feel cohesive. And here’s the catch: these roles often require cross-functional fluency. Tech meets psychology, meets ethics, meets design. Are we ready for that shift? Ethical Design in the Background There’s power in invisibility. But there’s risk too. When tech becomes ambient, it also becomes less visible to scrutiny. That means: Bias can go unchecked Data privacy can slip through the cracks Users can be nudged without realising it. The question is no longer can we do this? —But should we? Smart businesses will bring in people who can answer that. Invisible, but Intentional The future of AI isn’t a robot in the boardroom. It’s the algorithm silently removing barriers before they appear. Ambient intelligence is already here. You may have just not noticed it. Yet.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Growing a tech team goes a little more in-depth than just getting bums on seats. That is, if you want to scale efficiently. As businesses expand, they often face a common dilemma: should they build an in-house team, buy talent through hiring full-time employees, or partner with external agencies and contractors? Each approach has its pros and cons, and choosing the right one depends on factors like budget, project scope, and long-term business goals. The Build, Buy or Partner Framework When to build (upskill & develop internal talent) Best for: Companies with existing talent that can be developed for long-term growth. Pros: Retains institutional knowledge Fosters a strong company culture Reduces external hiring costs over time. Cons: Takes time and investment in training Can be challenging if internal talent lacks specialised skills. When to choose this approach: When you have a solid foundation of junior-to-mid-level employees who can be trained When you’re looking to promote from within and build long-term loyalty When hiring budgets are tight, but internal development is feasible. When to buy (hire full-time employees directly or through an agency) Best for: Businesses needing stability and long-term expertise in critical roles. Pros: Provides dedicated resources fully committed to company goals Helps establish a strong, cohesive team culture. Cons: Lengthy hiring processes if running a direct process Higher upfront costs (salary, benefits, onboarding, training) Risk of turnover. When to choose this approach: When core business functions require in-house expertise (e.g., software engineers, DevOps, cybersecurity specialists) When long-term stability outweighs short-term cost savings When hiring in a talent-competitive industry where full-time employment is a key attractor. When to partner (contractors and recruitment agencies) Best for: Businesses needing flexibility, speed, or niche expertise. Pros: Faster time-to-hire, especially for specialised roles Cost-effective for short-term projects Access to a broader talent pool. Cons: Cultural integration can be trickier if partners aren’t well-briefed on your values and team dynamics May carry higher long-term costs but manageable with a strong partner who can help you strike the right balance with lasting talent. When to choose this approach: When working on short-term projects that don’t justify full-time hires When needing specialised skills that are difficult to recruit in-house When scaling rapidly and requiring immediate talent solutions When the target talent requires a more strategic brand positioning. Making the Right Hiring Decision Assess business goals: Align hiring strategy with long-term company objectives. Evaluate current team capabilities: Determine whether upskilling is an option before going to market. Consider cost vs. speed: Weigh the urgency of hiring needs against budget constraints. Mix & match approaches: A hybrid approach—combining direct hires with external partners—can offer the best balance of cost, flexibility, and expertise. Scaling a tech team effectively requires a strategic mix of building, buying, and partnering. By understanding the strengths and limitations of each approach, hiring managers can make informed decisions that support both immediate needs and long-term growth. Get in touch with our team to see how we can help set your business up for efficient and effective hiring.
Welcome to Lunch With a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
When it comes to creating a thriving workforce, employee engagement and employee experience are often used interchangeably. However, while they may seem similar on the surface, they are two distinct concepts that are crucial to the overall health and success of an organisation. Understanding the difference between the two—and how they interact—can help employers build a more engaged, satisfied and productive team. What is Employee Engagement? Employee engagement refers to the emotional commitment an employee has to their organisation. It’s the level of enthusiasm and dedication that an employee brings to their role. Engaged employees are motivated, passionate about their work, and actively contribute to the company's success. Engagement is more about the intensity and quality of work rather than job satisfaction alone. In Australia, only 15% of employees are actively engaged in their roles, according to Gallup’s State of the Global Workplace 2022 report. While this is a global statistic, it’s clear that engagement levels remain low. What does this mean for Australian employers? It indicates a significant opportunity to invest in practices that can turn disengaged employees into highly motivated, committed individuals. Key characteristics of engaged employees include: Motivation: They are driven to do their best work every day. Passion: They care deeply about the company’s goals and values. Commitment: They are invested in the long-term success of the company. High productivity: Engaged employees tend to be more productive and efficient. What is Employee Experience? Employee experience, on the other hand, encompasses the entire journey of an employee with a company. From the moment they apply for a job, to their first day on the job, to their interactions with colleagues, and their day-to-day work life, employee experience is shaped by all touchpoints and interactions an employee has within the organisation. It’s more holistic and takes into account every aspect of an employee’s work life, both physical and emotional. In Australia, 73% of HR leaders agree that employee experience plays a critical role in employee engagement, according to The Australian HR Institute (AHRI) . However, it’s not just about the work environment; it’s about creating an experience where employees feel valued, supported and equipped to succeed. As 76% of employees are willing to leave their current employer for one that offers a better experience, the need for organisations to focus on improving the employee experience is more important than ever. Key factors that make up the employee experience include: Work environment: The physical and psychological aspects of the workplace (including flexibility, office design and culture) Onboarding: The process of introducing new employees to the company and setting them up for success. Company culture: The overall atmosphere, values, and norms within the organization. Professional development: Opportunities for growth, learning, and career advancement. Work-life balance: How well an organization supports employees in balancing work responsibilities with personal life. A side by side comparison While engagement focuses on the emotional commitment of an employee, experience covers the broader scope of their time with the company. Here’s how they differ:
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