In a world where AI tools are just a click away, it’s hardly surprising that candidates are turning to them for help crafting their CVs. In fact, recent research suggests that 52% of applicants are now using generative AI in the application process. So, what does this mean for you as an employer? Should you be concerned, or even reassured?
Let’s explore the implications for your hiring strategy and look at how to spot quality, assess authenticity, and keep your recruitment fit for purpose.
Why candidates are using AI
For many applicants, writing about themselves doesn’t come naturally. Typically, especially as Brits, we’re not used to pedestalling ourselves in the very way that’s needed to craft a CV. With AI tools able to structure, format, and even write content based on a few prompts, candidates can quickly create a CV that looks and sounds polished.
And it’s not necessarily about cheating the system. In fact, often it’s about levelling the playing field. For example, a highly capable candidate for a credit control role may struggle to express their achievements clearly, but with AI support, they can highlight their strengths more effectively. You get to see their achievements, presented in a way that’s easy for you to interpret.
It’s about balance though. Using authentic information presented well, versus a document of lies.
What should concern you - and what shouldn’t
It’s important to remember that a slick CV isn’t always a red flag. After all, many candidates have long relied on CV writing services or templates. The goal has always been to present their experience in the best light.
However, AI does introduce some potential pitfalls. You may find yourself shortlisting candidates whose CVs sound impressive but lack authenticity. If their written application doesn’t match their verbal communication at interview, that’s a sign they’ve over-relied on AI, or worse, used it to present experience they don’t genuinely have.
According to the same study referenced above, 45% of hiring managers are now concerned about detecting false claims when AI is used. So, a bit of healthy scepticism is wise.
How to stay one step ahead
To make sure you’re making sound hiring decisions, you may need to adapt your screening process slightly. Here are a few simple steps that can help:
· Use competency-based interviews: Competency-based questioning draws out real-life examples and compares them to what’s been written on the CV. Probing questions will quickly unravel AI fluff and filler.
· Ask about the CV creation process: Be direct. Ask if they used AI tools. At the day you want authenticity. A confident candidate will share with you how they use AI as a tool, not as a replacement, and that’s often what you need in the roles you’re hiring for.
· Include short written assessments: For roles that demand strong written skills, include written assessments or short on-the-job tasks, so you can evaluate candidates’ capabilities more fairly.
These steps aren’t about catching candidates out - they’re about ensuring consistency and genuine insight throughout the recruitment process.
Be wary, but not dismissive
Rather than resisting AI use altogether, it might be more productive to accept that it's now part of the hiring landscape. If candidates are using these tools to express their experience more clearly, that’s not necessarily negative and it could even help you access better-aligned talent. But go into CV reading prepared to overlook the fancy crafting, in the way you once overlooked fancy fonts. Use your experience to dig deeper to the facts within.
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