Sharon Hamersley discusses how we can all make the best use of artificial intelligence (AI) during a job search. With AI now part of our daily lives at home, school, and work, it’s become an essential tool for job seekers and employers alike. Yet, for many, AI can also be intimidating, especially when it comes to writing resumes, preparing for interviews, and navigating online job applications.
Across our conversation, we explore not only how AI can make your search faster and more effective, but also why it is crucial to maintain your own authenticity and judgment throughout.
Rather than fearing AI, we should treat it like any other revolutionary Technology of the last fifty years. AI is the “fourth industrial revolution,” following the creation of machinery, the development of infrastructure, and the advent of computers.
We talk about AI not as a replacement for human skill, but as a support tool. A fast research assistant and brainstorming partner. AI can process information quickly, identify patterns, and generate responses, but it’s only as helpful as the Clarity of the instructions you give and the critical thinking you apply to its suggestions.
One of the key topics we cover is the ways AI helps job seekers. AI can analyze job postings, pick out transferable skills, and suggest ways to improve resumes.
However, AI cannot write your resume for you. If you ask AI to generate your resume solely from a job description, you risk ending up with generic, possibly exaggerated claims. This is a phenomenon we refer to as “hallucination,” where the AI makes up details that don’t reflect your real experience.
Instead, AI’s strength lies in helping you organize information, identify missing keywords, refine wording, and prepare for interviews. It’s particularly useful for brainstorming bullet points, summarizing complex career achievements, and checking your material for relevance to a particular role.
If you use AI in your job search, you need to be careful about what information you put into the system. Always remove personal and proprietary data before uploading anything to an AI tool. By creating a plain text (.txt) version of your document, you strip away identifying markers, making it safer to use AI for feedback or analysis.
Never feed sensitive information to public AI databases. If you don’t want something available to the public, keep it out of the system.
Here are practical strategies for using AI effectively:
We discuss how employers can use AI to clarify job postings, but Stress that AI should never replace human judgment in hiring decisions. Overly broad or unclear job descriptions harm both candidates and organizations. Employers should use AI to support—not automate—key talent decisions and ensure both sides of the interview bring their best, authentic selves.
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No, AI cannot write your resume for you. According to Sharon Hammersley, AI can help improve resumes by identifying transferable skills and missing keywords, but it generates generic content and may overstate experience. You must always refine and personalize the output to reflect your authentic experience 08:07, 12:19.
AI can assist in preparing for interviews by helping you understand the real intent behind interview questions (the “question behind the question”) and by Coaching you to prepare stronger, more relevant answers 08:13, 17:37. It’s especially useful for brainstorming and identifying areas where you can demonstrate your value.
No, you should never input personal, sensitive, or proprietary information into AI systems. Sharon Hammersley advises removing all identifying details and even using plain text files to anonymize your inputs, as anything entered may become public or used for AI training 14:10–15:57.
Always verify a job posting directly on the company’s official website. Be wary of recruiters using personal email accounts (like gmail.com) or asking for Money to apply—these are common scam red flags 29:08–30:02. AI may help you gather research, but the verification step requires your own judgment.
AI can help employers draft clearer job postings and identify required skills, but it cannot replace human judgment in hiring decisions. Employers should not rely solely on AI to recommend hires; thoughtful, human evaluation is essential to find candidates who fit both the job requirements and company culture 33:05–35:27.
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Recorded in Studio C at 511 Studios. A production of Circle 270 Media® Podcast Consultants.
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Copyright 2026 Carol Ventresca and Brett Johnson
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The views and opinions expressed by the Experts interviewed on this podcast are their own and do not necessarily reflect the views of the podcast hosts or any affiliated organizations. The information provided in these interviews is for general informational purposes only and should not be considered as professional advice. Listeners are encouraged to consult with qualified professionals for specific advice or information related to their individual circumstances. The podcast host and producers do not endorse or guarantee the accuracy, completeness, or reliability of any information provided by the experts interviewed. Listener discretion is advised.
