How to Identify AI-Generated CVs (and what employers should do about them)

I’ve had a lot of recruitment planning meetings with clients since the start of the year and one of the hot topics has been AI in recruitment. More specifically, the use of AI tools, like Chat GPT, to produce CVs and job applications – with questions around whether this is on the rise and what employers should do about it.

One client that I sat down with last week – an SME tech business in Cheadle – was struggling to differentiate between genuine job applications and those that had clearly been written by AI. They’d noticed an increase in applications that looked a little too polished, overly generic, and lacked the personal touch they were used to seeing.

This wasn’t an isolated case. We went through the responses together for one of their vacancies and at least a third were created in an identical format and used the exact same phrases in a very Americanised writing style. It was stark to see them presented side by side in this way, but not surprising and certainly not out of keeping with my own experience as a recruiter.

In fact, recent reports suggest that nearly 50% of job seekers are using AI to help write their CVs and cover letters. With AI-generated applications becoming more common, I thought it would be useful to explain how to spot them and, more importantly, decide how to handle them.

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How to Identify AI-Generated CVs

Through my experience reviewing CVs (and I see hundreds every day whilst processing applications or searching on job boards), I’ve noticed a few tell-tale signs that suggest an AI tool has been involved in some way:

1. Overly Generic Wording – AI-generated CVs often use polished but impersonal phrasing. For example, you may see phrases like “dynamic and results-oriented professional” repeatedly, without specific examples that demonstrate these qualities.
2. Lack of Personal Voice – Human-written CVs often have a unique rhythm or style that reflects how people talk and feels natural, whereas AI-written ones tend to sound mechanical, with sentences that feel formulaic.
3. Keyword Overload – Some AI tools optimize for Applicant Tracking Systems (ATS) by stuffing in industry-specific keywords unnaturally or producing a carbon copy of your job ad. If a CV feels like a checklist of buzzwords without real depth, it may have been AI-assisted.
4. Vague or Unrealistic Claims – AI can sometimes generate impressive-sounding but vague descriptions of experience – or worse still, it can completely make things up! A closer look might reveal missing details—specific projects, quantifiable achievements, or personal contributions.
5. Formatting Inconsistencies – I’ve seen CVs where sections don’t quite align, or the font changes midway through. This can indicate a copy-paste job – they may have used an AI-generated template but struggled getting it into a Word or PDF format.

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The Pros and Cons of AI-Generated CVs

So, if you do receive an AI-generated CV, what should you do about it? Should you automatically reject it? Or does HR need to embrace this new norm? Here’s a few things to consider on both sides of the debate.

Pros:

AI-powered CVs are a significant help to candidates who struggle with written applications and producing a traditional CV. AI tools help them better present their skills and experiences and can help them create clear and well-organised accounts of their qualifications and experience. In particular, non-native speakers or those less skilled in writing can compete more effectively in the job market.

Cons:

On the other hand, some people view AI-generated CVs as a ‘cheat’ option. Not only do they lack authenticity, an AI-CV might not be an accurate reflection of the candidate’s true abilities, let alone their communication or presentation skills (which could be key if these are essential attributes for your job). AI tools can overstate a candidate’s skills, making it harder for employers to assess true capability, plus it’s harder to see a candidate’s personality or learn about their motivation for applying.

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My Opinion - Should Employers Reject AI-Written CVs?

As someone who has worked in recruitment for years, my advice is to avoid automatically rejecting AI-assisted applications. Instead, recognise when they are AI-generated and focus on a holistic hiring process:

• Look Beyond the CV – This shouldn’t be your own assessment of an applicant, it’s just their foot in the door. Use your interviews, practical assessments, and reference checks to gauge the candidate’s actual skills and fit.
• Encourage Transparency – Some companies are now asking candidates to disclose if they’ve used AI in their applications. This can be a good way to open an honest discussion, provided you make it clear how you will use this information!
• Assess Communication Skills in Interviews – If a CV feels too polished, make sure to assess whether the candidate can articulate their experience in a natural and detailed way during interviews. If communication skills are key, a written test on the day might be a good sanity check to ensure they have what it takes to the job in practice.

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Final Thoughts

AI-generated CVs are here to stay, and as an employer, your job is to strike a balance between leveraging the benefits of this technology while ensuring you hire the right person for the job. If an application looks too polished, dig deeper and do thorough checks during interview stage. If a candidate has used AI to refine their CV but still has the right skills and personality for your business, they might be a great fit. And if they’re going to be using AI and prompt engineering as part of their job, now or in the future, this may even turn out to be an advantage!

At the end of the day, hiring is about more than just words on a page—it’s about the people behind it. No AI tool can fully replace human judgment when it comes to finding the right addition to your team so, if they have the basics on paper, invite them in and seize the opportunity to make your own mind up.

Tell me about your experience of AI-generated CVs and your organisation's view on whether it's a good or bad thing...

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