A quiet disruption is reshaping the way American professionals make life-altering decisions. With traditional mentorship becoming less accessible and the pace of the job market growing increasingly erratic, a significant number of workers are placing their trust in generative AI tools like ChatGPT. Recent data from Southeastern Oklahoma State University reveals that one in three US professionals has already consulted such tools to guide career transitions. While this new reliance on algorithmic advisors may seem efficient, it introduces complex risks, ranging from misaligned guidance to institutional bias, that are just beginning to surface.
The new career therapist wears no face
This growing trend is underscored by research from Southeastern Oklahoma State University, a public institution recognized for its work in regional workforce studies. In its latest national survey of over 1,000 working professionals, the university examined how individuals across industries and age groups are using AI to influence their career decisions. The results were revealing: 52% of respondents were contemplating a career or job change, and nearly one-third had already used AI to support that decision-making process.The survey data revealed generational differences in both career dissatisfaction and AI reliance. Among Gen Z respondents, 57% reported considering a job change, while 55% of millennials and 50% of Gen X participants said the same. In stark contrast, only 12% of baby boomers indicated any intent to make a career move.A deeper analysis revealed that 18% of those who used AI tools were introduced to career paths they had never considered before. This suggests that generative AI is not merely assisting professionals, it is actively reshaping the possibilities they imagine for themselves. Furthermore, many respondents turned to AI for practical tasks: 43% used it to write résumés or cover letters, 19% used it to explore high-paying roles, and others sought help choosing academic programmes or majors.
When convenience becomes a crutch
While the accessibility and speed of AI tools offer clear advantages, there are emerging concerns about the broader implications. AI tools currently lack the depth required to account for an individual’s values, psychological needs, or long-term aspirations. This limitation means workers may receive career advice that appears logical but is misaligned with their personal goals or emotional well-being.The growing trust in AI for such consequential decisions points to a desire for rapid, low-barrier counsel. However, without human context or lived experience, AI-guided advice risks being overly generic or misleading. There is a tendency to conflate AI’s data-processing abilities with discernment, yet the two are fundamentally different.
Employers are using AI too, with higher stakes
This technological shift is not confined to workers alone. Employers, too, are now deploying AI to make determinations about their teams. According to a separate survey by Resume Builder, six in ten managers reported using AI tools to inform decisions regarding promotions, raises, layoffs, and even terminations. Of these, 78% used AI to decide on salary increases, 77% for upward mobility, and 66% for downsizing decisions.These findings mark a turning point. AI is no longer just a tool for backend efficiency—it is increasingly influencing people’s futures in ways that may lack transparency or recourse. When AI systems trained on historical data begin to dictate who is retained or let go, the risk of inherited bias and procedural injustice becomes difficult to ignore.Such concerns have already entered the legal domain. A class-action lawsuit involving HR software provider Workday Inc. alleges that the company’s AI-driven systems led to discriminatory hiring outcomes. Although Workday was not the direct employer in the case, the lawsuit argues that its technology had enough influence over hiring decisions to be considered complicit.
Automation anxiety and the erosion of career stability
This increasing reliance on AI comes during a time of deep instability for white-collar professionals. Economic pressures, a pullback in federal contracts, and corporate belt-tightening have created what many are now calling a “white-collar recession.”A 2024 report from the World Economic Forum found that 41% of executives globally plan to reduce human headcount where AI can perform the same work. At the same time, a survey by Adecco revealed that nearly 25% of white-collar professionals already feel that AI has diminished the relevance of their skill sets. The resulting anxiety is driving more individuals to explore career pivots, and to do so using AI as a primary tool.
Technology can guide, but should not decide
Despite AI’s growing role in decision-making, the data indicates that most professionals still exercise caution. The majority of those who used AI to explore career changes did not act on its advice without seeking a second opinion. In fact, many described AI as informative but insufficient in shaping a final choice.These findings suggest that while AI can streamline exploration and introduce new possibilities, it cannot yet serve as a holistic career counsellor. A successful career decision often requires introspection, personal context, and long-term thinking, dimensions that AI is not yet capable of navigating. Relying solely on its suggestions risks narrowing a person’s professional life to a series of calculated probabilities rather than a lived purpose.ConclusionThe fact that one in three US professionals now turns to AI tools like ChatGPT for career counselling reflects both the opportunities and vulnerabilities of the modern workforce. These tools can democratize access to information and illuminate overlooked pathways. But when they begin to shape the very essence of our professional identities, caution is imperative. As automation continues to redefine the workplace, the wisest decisions will likely come not from algorithms alone, but from a blend of human judgment, personal values, and thoughtful use of technology.
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