Nearly all Australian hiring managers, 97%, now expect new hires to have AI and automation skills, according to Robert Half. But 88% say they struggle to find candidates with those capabilities.
The findings suggest a shift in what employers now consider basic job readiness across finance, human resources and technology roles. They also indicate that demand for practical AI knowledge is growing faster than the supply of workers who can demonstrate it.
Robert Half's research found that 83% of workers believe generative AI skills are necessary for career success. At the same time, 89% of businesses are already using AI in at least one finance, HR or technology process, while 92% of technology leaders say AI is shaping workforce planning beyond the experimental stage.
That is changing how employers assess candidates. Businesses want staff who can use AI tools in day-to-day work, but they are also receiving applications shaped by the same technology.
More than a third of hiring managers, 37%, say AI-generated CVs make it harder to judge candidate quality accurately. As a result, employers are scrutinising whether polished applications reflect genuine experience and whether applicants can prove the skills they claim.
Hiring pressure
In response, employers are placing more weight on what candidates can do in practice than on how well an application is written. Skills testing, more detailed interviews and stricter checks are becoming more common as recruiters and hiring teams try to verify competence.
Nicole Gorton outlined how employers are approaching the issue.
"AI skills are becoming part of the baseline, but they are only one piece of the puzzle," said Nicole Gorton, Director, Robert Half.
Her comments reflect a broader concern that businesses cannot simply recruit their way out of the shortage. For companies already using AI in core functions, pressure to hire workers who can apply those tools effectively is increasing even as the available talent pool remains tight.
Skills gap
The research was based on responses from 500 hiring managers across finance, accounting, IT, technology and HR, and 1,000 workers in finance, technology and administrative roles in Australia. Respondents came from small and medium-sized businesses, large private companies, listed groups and public sector organisations.
The breadth of the sample suggests the issue extends beyond specialist technology teams. AI literacy is becoming a hiring consideration across a wider range of business functions, particularly where automation and generative tools are being built into routine work.
Gorton said employers are looking beyond basic familiarity with AI software.
"Employers are looking for people who can apply AI tools productively and responsibly, and in ways that create business value. However, organisations cannot rely on hiring alone to close capability gaps. Upskilling existing staff and taking a skills-based approach to recruitment are critical.
Assessment challenge
The spread of generative AI in job applications is adding another layer of complexity. Candidates can use these tools to refine language, structure CVs and prepare cover letters. That may improve presentation, but it can also blur the line between communication skill and actual experience.
For hiring managers, this raises questions about authenticity and reliability at the first stage of recruitment. A well-written application may no longer provide enough evidence on its own, especially when employers are trying to assess technical fluency, judgment and the ability to use AI responsibly in the workplace.
That has led many organisations to tighten parts of the recruitment process.
"While generative AI can help candidates present themselves more effectively, it can also make it harder to distinguish between overly polished applications and genuine capability. Consequently, many organisations are strengthening their hiring processes with skills testing, deeper interviews and more rigorous checks to ensure candidates can deliver what their applications suggest," Gorton said.