Navigating the Rise of AI-Generated CVs

Challenges and Strategies for Recruiters in 2024 and beyond

The rise of generative AI tools, such as ChatGPT and Gemini, is revolutionising the job application landscape. Approximately 50% of job seekers now uses AI tools to assist in crafting their CVs, cover letters, and other application materials. While these tools offer convenience and efficiency, they also pose significant challenges to recruiters and hiring managers, who now face a deluge of applications that are often generic and lacking in authenticity. This article will explore the implications of AI-generated CVs on the recruitment process, presenting different perspectives and providing actionable strategies for recruiters to navigate this evolving landscape.

AI driving increased applications

Generative AI tools have made it easier than ever for job seekers to apply for multiple roles. By using these tools, candidates can quickly generate polished personal statements and enhance their CVs with industry-specific keywords. However, the increased ease of application has led to a surge in low-quality, AI-generated submissions that lack personal touch and specificity. According to a survey by HR start-up Beamery , about 46% of UK job hunters use generative AI in their job applications, and a similar trend is observed globally, as reported by Canva.

This flood of AI-generated CVs poses a significant challenge for recruiters. With more applications to sift through, the recruitment process becomes more time-consuming and less efficient. Furthermore, the quality of applications has declined, making it harder to identify truly qualified candidates. Many recruiters have noticed common indicators of AI use, such as generic language and Americanised grammar, which can diminish the candidate's perceived authenticity and suitability.

Pros and Cons for Hiring Stakeholders

1. The Recruiter's Perspective

From the recruiter's standpoint, the influx of AI-generated CVs has both pros and cons. On the positive side, AI tools help standardise applications, making it easier to compare candidates and improve interview intelligence with tools like Metaview . However, the downsides are more pronounced:

• Quality Over Quantity: Recruiters like Khyati Sundaram , CEO of Applied , note that while the volume of applications has increased, the quality has not. The "barrage" of AI-generated content means recruiters spend more time filtering out less suitable candidates, which can lead to increased costs and delays in the hiring process.
• Detection Challenges: AI-generated CVs often lack the nuance and personal touch of manually crafted applications. However, detecting AI use can be difficult. While some recruiters have developed techniques to spot tell-tale signs, such as generic language or lack of personalisation, these methods are not foolproof. The challenge lies in distinguishing between genuinely capable candidates and those who rely on AI to inflate their credentials.
• Impact on Diversity: Jamie Betts, of Neurosight , highlights another dimension—AI-generated content tends to favour those with better access to technology and higher socio-economic backgrounds. This could exacerbate existing inequalities in the job market, where access to advanced tools may determine one's success rather than actual merit.

One-quarter of job seekers who paid for ChatGPT passed “with flying colours”, Betts said, and are “overwhelmingly those from higher socio-economic backgrounds, male applicants, non-disabled, mostly white because there’s a correlation with socio-economic status

2. The Employer's Perspective

Employers are increasingly wary of AI-generated applications. The Big Four accounting firms—Deloitte, EY, PwC, and KPMG—have explicitly warned candidates against using AI tools in their applications. They argue that AI-generated content can undermine the integrity of the recruitment process:

• Maintaining Authenticity: Employers are looking for candidates who can demonstrate genuine passion, experience, and a strong cultural fit. AI tools, while effective at generating grammatically correct and keyword-optimised content, fail to capture a candidate's unique voice and experiences. This lack of authenticity can be a red flag for employers who value cultural alignment and soft skills.
• Risk of Misinformation: There's a growing concern about candidates using AI to fabricate experiences or skills. While AI can help present information more compellingly, it also raises the risk of embellishment or outright falsification. Employers must, therefore, be more vigilant in verifying the information provided in CVs and during interviews.

3. The Candidate's Perspective

For candidates, the use of AI tools presents both an opportunity and a risk:

• Increased Accessibility: AI tools lower the barriers to entry for many job seekers, enabling them to apply for more jobs with less effort. This is particularly beneficial for candidates who may not have strong writing skills or who are entering highly competitive job markets.
• Potential Backlash: On the flip side, over-reliance on AI can lead to applications that feel impersonal or overly polished. As highlighted by Victoria McLean of City CV | International Career Consultancy | Hanover Group , the lack of personal storytelling and unique insights in AI-generated content can be detrimental. Candidates risk being perceived as lazy or lacking genuine interest in the roles they apply for.

Shifting Your Recruitment Assessment Strategy

To navigate the rise of AI-generated CVs, recruiters can adopt several strategies:

• Implement Advanced Screening Tools: Utilise AI and machine learning tools to enhance the screening process. These tools can help detect patterns indicative of AI-generated content, such as overly generic language or inconsistent stylistic choices.
• Focus on Behavioural Interviews: Shift focus from written applications to more interactive assessment methods, such as behavioural interviews or situational judgement tests. These formats are harder to game using AI tools and can provide deeper insights into a candidate's real abilities and cultural fit.
• Promote Transparency: Encourage candidates to be upfront about their use of AI tools. By fostering an open dialogue, recruiters can better understand how candidates use these tools and assess their genuine capabilities.
• Leverage AI for Quality Assessment: Ironically, AI can also be part of the solution. AI-driven tools can analyse the consistency and coherence of applications, helping recruiters identify genuine submissions and those that are likely machine-generated.
• Educate Candidates: Inform candidates about the importance of authenticity and personalisation in their applications. Highlight the risks of relying too heavily on AI-generated content, such as being flagged for lack of originality or facing challenges in interviews.

Bridging the Strategic Perspectives

While the rise of AI-generated CVs presents challenges, it also offers opportunities for recruiters to innovate and improve their processes. By understanding the different perspectives—those of recruiters, employers, and candidates—it's possible to find a balanced approach:

• Embrace Technology While Maintaining Rigour: Recruiters can use AI tools to enhance their processes but must maintain rigorous standards to ensure they select genuinely qualified candidates.
• Promote Fairness and Diversity: As AI becomes more prevalent, it's crucial to ensure it does not exacerbate inequalities. Recruiters should be aware of the socio-economic and demographic factors that may influence candidates' use of AI and seek to level the playing field where possible.
• Foster Human-Centric Recruitment: Despite the technological advancements, human judgement remains critical. A focus on personal interaction, storytelling, and real-world problem-solving can help ensure the recruitment process remains fair, inclusive, and effective.

The influx of AI-generated CVs is a double-edged sword for the recruitment industry. While it brings efficiency and standardisation, it also challenges the very essence of what makes a candidate suitable—authenticity, creativity, and a genuine connection to the role. As the job market continues to evolve, recruiters must adapt, leveraging both technology and human insight to make informed decisions. The key takeaway is to strike a balance between embracing AI's benefits while mitigating its drawbacks.