Is AI Making the Recruitment Process Worse?

What impact is AI currently having on the recruitment process?

AI has impacted all areas of the recruitment process, some for good, some for bad. One of the most significant changes on the ground is just the sheer number of applications that hiring managers and recruiters are dealing with. The ease with which candidates can apply for jobs, tailor CVs, and create cover letters has meant that the volume of applications has skyrocketed.

Of course, this means that the quality, in terms of suitability, has dropped significantly. In response many companies have rolled out AI filters to manage the initial screening process. So, the result is that, in some cases, you have AI-generated CVs being screened by AI filters, which obviously is far from ideal.

I speak to candidates every day who are frustrated with the “noise” in the job market. They seem to be getting “ghosted” for positions that a few years ago they would have been very confident of being called for an interview.

It’s equally frustrating for hiring managers. A CV used to give you a sense of how someone communicates and how they think about their work. Now many read like they were produced from the same template with identical phrasing, identical structure. It’s good practice to tailor your CV for a particular role, however, in some instances, AI has taken this to extremes. I’ve talked to numerous hiring managers who are frustrated by the volume of candidates who simply can’t back up what’s on their CV during interview.

Are candidates using AI during interviews now?

Yes, absolutely. AI tools are being used during interviews far more than most hiring managers would realise. Even if AI is not being used in real time during an interview, it is certainly being used for interview preparation, helping candidates predict likely questions and generate the best answers. I think the more important question is should it be used during interviews? If AI is just another tool in the workplace, is it not the same as using a calculator in a maths exam?

So is the technology the problem, or is the issue how it’s being used?

AI itself isn’t the problem, poor process is. If someone is good at prompting, they can sound far more capable than they are. And to make it worse, some AI screening tools favour the very structure and tone produced by AI. So, you get this odd loop where candidates use AI to impress AI, and the humans are left trying to work out what’s real.

Where AI genuinely helps is in the background: reducing admin, supporting sourcing and highlighting people who might otherwise be missed. But it doesn’t understand nuance, motivation or context. That’s where experienced recruiters are still essential.

What practical steps should employers take?

• My advice is to tighten job descriptions – vague job specs attract vague applications. Provide clear, outcome-driven job specs.
• Have a “proof” mindset when reviewing CVs. If someone lists a skill or achievement, there must be evidence of it in the experience section. AI is great at broad statements, but not so much at credible, specific details
• Introduce small screening tasks early in the process. Even a 5 min, scenario-based exercise will tell you a lot about a candidate.

More important than anything else however is transparency, and one practical step is an AI Transparency Statement, which basically provides a clear set of rules that employers and candidates can follow such as:

• Where automated tools assist with screening or assessment, we will ensure they are bias-checked and communicate clearly when they are part of the workflow.
• AI is welcome for tasks such as structuring your CV, proofreading, or helping you prepare for interviews. However, all information you provide must reflect your own experience, capability and judgement.
• Live interviews should be conducted without AI assistance, including real-time prompting, note generation or response drafting.

While AI tools are reshaping how candidates apply, the human element of hiring is more important than ever. If you need any help identifying authentic talent behind the AI-perfected CVs, get in touch with us here!