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This research analyzes how AI-generated application materials degrade their informational value, forcing firms to rely on coarse metrics like prior experience and potentially creating entry barriers for inexperienced but compatible candidates. The study proposes multistage hiring processes as an endogenous market response to restore credible evaluation opportunities and preserve labor market efficiency. By shifting the central friction from application submission to obtaining credible assessments, the work highlights critical implications for hiring algorithms and firm screening strategies in the AI era.
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Can Labor Markets Function in the Age of AI? The Evaluation Bottleneck in Hiring

arXiv3 min read

arXiv:2609.30058v1 Announce Type: cross Abstract: AI-assisted job-search tools have become increasingly popular by making it easier to find and apply to jobs. But by making it easier for applicants to generate and tailor application materials, they can also reduce how informative those materials are about applicant fit. We study this tradeoff in a hiring market where applicants differ in experience and latent match quality and firms use noisy application materials to decide whom to screen. We ask how AI affects downstream screening and hiring, and which applicants are most adversely affected. As application materials become less informative, a Bayesian firm rationally relies more heavily on coarse observables such as prior experience. Among the four applicant types defined by experience and compatibility for the job, inexperienced-compatible applicants are the most exposed: they lack observable experience and lose the individualized information that could distinguish them from other inexperienced candidates. When screening is costly, these changes can also generate inefficient screening failures in which firms screen no applicants or screen only experienced applicants. We then show that multistage hiring can arise as an endogenous firm response: a relatively inexpensive intermediate assessment allows firms to acquire new evidence of fit before costly full screening. This can restore screening opportunities that disappear under one-stage hiring and give inexperienced-compatible applicants a path to screening. Our results show how AI can shift the central friction in hiring from submitting applications to obtaining credible evaluation, creating entry barriers for high-fit workers without prior experience. Multistage hiring can endogenously arise in response, restoring evaluation opportunities that would otherwise disappear and helping preserve market functioning.

Title:Can Labor Markets Function in the Age of AI? The Evaluation Bottleneck in Hiring

Abstract:AI-assisted job-search tools have become increasingly popular by making it easier to find and apply to jobs. But by making it easier for applicants to generate and tailor application materials, they can also reduce how informative those materials are about applicant fit. We study this tradeoff in a hiring market where applicants differ in experience and latent match quality and firms use noisy application materials to decide whom to screen. We ask how AI affects downstream screening and hiring, and which applicants are most adversely affected. As application materials become less informative, a Bayesian firm rationally relies more heavily on coarse observables such as prior experience. Among the four applicant types defined by experience and compatibility for the job, inexperienced-compatible applicants are the most exposed: they lack observable experience and lose the individualized information that could distinguish them from other inexperienced candidates. When screening is costly, these changes can also generate inefficient screening failures in which firms screen no applicants or screen only experienced applicants. We then show that multistage hiring can arise as an endogenous firm response: a relatively inexpensive intermediate assessment allows firms to acquire new evidence of fit before costly full screening. This can restore screening opportunities that disappear under one-stage hiring and give inexperienced-compatible applicants a path to screening. Our results show how AI can shift the central friction in hiring from submitting applications to obtaining credible evaluation, creating entry barriers for high-fit workers without prior experience. Multistage hiring can endogenously arise in response, restoring evaluation opportunities that would otherwise disappear and helping preserve market functioning.

Computer Science and Game Theory (cs.GT); Artificial Intelligence (cs.AI); Computers and Society (cs.CY); Theoretical Economics (econ.TH)

arXiv:2609.30058 [cs.GT]

(or arXiv:2609.30058v1 [cs.GT] for this version)

https://doi.org/10.48550/arXiv.2609.30058 Focus to learn more arXiv-issued DOI via DataCite (pending registration)

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Full text under the publisher's open licence · 381 words

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