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Job hunting? 5 ways you can stand out in 2026 - and beat AI screening tools
Publish Time: 02 Mar, 2026
standing out from the crowd
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Key takeaways

  • AI is being used across all stages of the recruitment process.
  • Candidates must find ways to showcase their unique talents.
  • Focus on communication, authenticity, and networking skills.

Research suggests almost two-thirds (65%) of organizations either use AI or intend to apply it to recruitment processes in the next 24 months. Meanwhile, candidates use emerging technology to polish their resumes.

The result is AI-enabled confusion, with algorithms attempting to find the best talent from resumes that have been buffed up by emerging technology. In such a tech-heavy process, organizations will struggle to find the best candidates from the rest.

Also: The secret to AI job security? Stop stressing and pivot at work now - here's how

However, smart business leaders are developing tactics to find their next workforce. Here's what you need to know if you want to stand out from your job rivals.

1. Prove your communication skills

Richard Corbridge, CIO at property specialist Segro, said finding the right individual is increasingly about ensuring a good personal fit.

"I think the appeal happens when you meet somebody," he said. "That's become more important at a time when AI uses algorithms to trawl CVs and report that certain candidates have the right skills."

Corbridge told that the prevalence of emerging technology makes it hard to uncover the best candidates in a fast-changing market. Meeting people face to face can help.

Also: Nervous about the job market? 5 ways to stand out in the age of AI

"AI has become a generational leveler, because there isn't a group of people that, because it's become so suddenly impactful, have been through college with all the skills. It's like we're all in this change together," he said.

"So, when you're looking at prospective candidates to come in, you need to focus on how they fit, talk, and engage with the team. As a business leader, you think about the diversity you're trying to create across capability, experience, and background."

Corbridge also advised professionals to take a hands-on approach to crafting their applications.

"It might be unwise to say people shouldn't use AI to help smarten up their writing, but it would also be unwise to allow AI to write about you and not have any oversight or any creative input into the process," he said.

2. Engage with your failures

Joel Hron, CTO at information services specialist Thomson Reuters, said he digs beneath the details to focus on candidates who excel in two areas.

First, Hron looks for people who've demonstrated success in a variety of contexts. He said one example is someone whose resume boasts work experience at big tech companies but also time in startup organizations.

"Maybe the startup was successful, maybe it was a failure, but I like people who can drop into different situations and have demonstrated that they can be successful in all environments," he said. "I think those characters are generally good leading indicators."

Also: AI is disrupting the career ladder - I learned 5 ways to get to leadership anyway

Second, Hron told that he likes people who can show how they engaged with their failures and developed a learning mindset.

"By no means would you expect people to have nothing but successes their whole life," he said.

"But if a candidate can really dissect the times that they failed, and they can give you a thoughtful answer on what they did differently or why they failed and what they learned from that process, you can tell that this person is going to think deeply about everything they do when they come and work for you, and that's a good litmus test for success."

3. Show how AI helps

Huy Dao, director of data and machine learning platform at Booking.com, said resumes still play an important role in the recruitment process.

However, big companies are adjusting to the new AI-enabled realities to find the best talent, especially during face-to-face chats: "We must ensure we adapt to AI in terms of our interview process."

Dao told that some of the traditional components of the interview still make sense in an age of AI. For example, questions that help show someone will be a good cultural fit remain key. However, business leaders need to be sharp in other areas.

"We need to assess the potential employees and consider how much we trust the skills that they highlight in their resumes, so our assessment is also evolving in that sense," he said.

Also: Forget the chief AI officer -- why your business needs this 'magician'

Dao said general questions about skills are long gone and have been replaced by a much more nuanced approach that considers the role of AI in the working process.

"We tend to search for real experience of doing things. The questions are more involved, for example, thinking about case studies and other types of experience, such as whether the candidate can leverage AI if they want to, but also explain how the solution that they provide is not just left for AI," he said.

"We want to see that they understand how the technology works. Between the two employees, one who can leverage AI and one who doesn't know how to use AI, I prefer the one who can leverage AI to get things done much quicker."

4. Demonstrate your passion

Musidora Jorgensen, UK & Ireland country leader at technology specialist Freshworks, said that curious candidates will be rewarded.

"When I'm building my teams and searching for really great talent, I'm looking for people who have a passion for the problem that they're trying to solve," she said.

"A lot of that capability comes across with the experience of having done that work before, but also the curiosity that they have in asking questions and the authenticity that they are bringing in terms of how they engage with people during the recruitment process."

Also: Climbing the career ladder? 5 secrets to building resilience from leaders who were once in your shoes

Jorgensen told that the basic lesson for job-seeking professionals is to show you're a fan of collaboration, not just automation.

"So, we're looking for human qualities -- the curiosity, the authenticity, the creativity piece, and the ability to think about how they can create the impact that we're looking for when we're talking to our customers," she said.

"Most people are probably using AI now. However, when I'm building my teams, I'm looking for people who are passionate about solving the problems that we want to go after to help our customers."

5. Highlight your unique network

Nick Pearson, CIO at technology specialist Ricoh Europe, said that successful candidates will show they prioritize keeping the human in the loop in an increasingly automated labor market and workplace.

"What AI can't do is build you a network of people who know things and how to influence people. It can't give you the judgment and the novel nature of that effort," he said.

"So really, in the age of AI, you need to think about who and what you know that's unique in a world of automation."

Also: Turn AI chaos into a career opportunity by preparing for these 4 scenarios

Pearson told it's important to recognize that he's a fan of AI and remains an optimist about the role of emerging technology in the workplace.

However, the talent that shines will rise above the cacophonous hype of AI and stress its human-centered proficiencies.

"I think young people are increasingly saying, 'Hang on a second. Is it my CV that needs more help from AI, or is it my network that needs to grow?'" he said.

"And it's that kind of pivot that I think we're going to talk increasingly about. And as a business leader, you're looking for candidates you can trust and who can create a human connection."

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