• More than half of job applicants (53%) are now using AI to write their CVs, while three in ten UK employers use AI software to screen them
• However, relying too heavily on AI can backfire, as 74% of hiring managers say they can easily spot automated text, and nearly a third of candidates have withdrawn from the process due to AI interviews
• Hiring managers can recognise AI-generated CVs by looking out for overly uniform sentences, generic accomplishments and corporate jargon. To help find authentic talent, businesses can utilise video shortlists or practical task scenarios.
For working professionals, crafting a CV has been a rite of passage for decades. It serves as an opportunity to make a strong first impression by showcasing expertise, career history and personality. For employers and recruiters, reviewing CVs is an essential first step in determining who is technically suitable to progress to the next stage of the hiring process.
However, in recent years, AI technology has played a key role in both the creation and the review of CVs.
- According to Hiscox’s study, 53% of job applicants have used AI tools to help write their CVs, as well as supporting remote interviews (29%) and even completing online assessments (45%)
- Meanwhile, three in ten UK employers are now using AI software to streamline their recruitment, including candidate selection, screening applications and interviews.
In this blog, we explore how AI is being utilised by candidates and employers, including practical tips for deciphering genuine experience versus AI-generated copy. We also offer advice for HR professionals who are navigating the benefits of AI while maintaining ethical responsibility.
The risks of using AI in CVs and job applications
As highlighted in our review of Key AI Technology Trends for Leaders in HR, of those who indicated using AI to help create their CVs, 37% admitted to not editing or correcting the inaccuracies generated. In addition, in a more recent survey by Kahoot with more than 2,000 graduates, just over half (51%) admitted to exaggerating skills on their CV to increase their chances of getting a job.
While using AI to sense-check a CV for grammar or clarity can be useful for candidates, relying on it to write most of the document could be a major pitfall. According to a survey by CVGenius, hiring managers are significantly less likely to hire applicants who rely on AI. In fact, 74% of the 625 UK hiring managers surveyed claimed they can easily spot when a CV has been AI-generated.
Another risk for candidates relying on AI in their job applications is the ability to mirror these standards during in-person interviews or, indeed, their ability to actually do the job. One of Distinct’s own clients recently disclosed that they are no longer accepting direct CV applications for their vacancies. The company, which operates in the pharmaceutical industry, cited the overwhelming volume of AI-generated content in applications as the primary reason. UK Talent & People Director, Becky Downes, commented:
“In the current market, we often see businesses coming to us because they are inundated with large quantities of applications. By personally speaking with and meeting each candidate to determine if they are the right fit, the business receives a much more manageable shortlist of CVs to review, backed by the consultant’s specific reasons for putting them forward.
While we’ve only had one client completely halt CV applications as a first step so far, I wouldn’t be surprised if more businesses look for alternative screening methods. For instance, in the past, we have conducted short video interviews as a shortlist to send instead. Creative methods like this bring a candidate’s personality and work aspirations to life and they may well become the norm as AI use increases.”
AI use in recruitment
Though the time spent reviewing a CV isn’t quite as brief as the infamous ‘6-second rule’ (as we uncovered in Distinct’s own myth-busting blog), CV Genius reports that it is actually closer to two to three minutes. Many employers and recruiters are now utilising AI detection software to screen CVs as a more time-efficient method. A survey by the Institute of Student Employers revealed that 83% of recruitment professionals believe AI increases their speed and efficiency.
AI’s role in the hiring process has also expanded beyond initial application screening. Greenhouse’s 2026 Candidate AI Interview Report (surveying 2,950 UK job seekers) revealed that 63% of applicants have been interviewed by an AI tool and nearly a third (30%) actually withdrew from the application process due to this resulting in a poor candidate experience.
Furthermore, a new survey by CV-Library found that just over half of candidates (53%) felt dismissed by employers because their CVs were reviewed by AI rather than a human. This uncertainty is shared by talent acquisition teams; 35% of recruiters believe AI is dismissing strong candidates, while 27% fear that high-potential applicants are being filtered out before the interview stage.
Despite this, employers aren’t completely handing over the reins. According to an AI in Hiring & Work: HR Survey, less than 1% of hiring managers would rely solely on AI recommendations for final decisions. Instead, the majority (56.8%) prefer to rely on ‘mostly human judgment’ and use AI strictly as a ‘supportive tool’.
Ultimately, while AI hiring tools are becoming mainstream, employers should remain transparent about when and why AI is being utilised, particularly at the interview stage, to prevent a negative perception of the employer brand. An algorithm simply can’t replicate the human rapport required to truly assess cultural fit and suitability from both perspectives.
Signs to spot AI in CVs
As AI-generated text in job applications becomes increasingly common, we’ve put together a few tips to help hiring managers spot potential embellishments and identify the candidates who truly stand out.
- ‘Technically perfect’ sentences: human writing tends to feature varied sentence structures, especially when candidates are reflecting on their own unique experiences. Generative AI text, by contrast, is much more uniform and formal than it needs to be
- Frequent use of corporate buzzwords: While it’s easy for anyone to fall into classic clichés like “able to work independently or as part of a team,” AI tends to lean heavily on corporate jargon. Buzzwords that don’t naturally align with the actual tasks being described can be a major giveaway
- Generic achievements: AI can only do so much with the information it’s given. Unless a candidate explicitly inputs exact metrics, AI will generate boilerplate accomplishments. If a CV is full of vague or grand claims without specific data, it has likely been AI-produced
- Identical formatting patterns: Many applicants will likely use the same prompts, resulting in a wave of CVs or covering letters with similar layouts and phrasing. Often, the CVs that don’t look like the rest of the pile are the most authentic.
While navigating CVs can be confusing for hiring managers, genuine expertise can be verified in the later stages of the process. Consider introducing real-time problem solving exercises or practical tasks during the interview to gauge a candidate’s live thought process.
Becky Downes adds, “When diving into a candidate’s CV, ask questions that require them to go beyond what’s written. If they have listed a major achievement, press for the finer details, such as the unexpected challenges they met along the way and how they overcame them. Real achievements come with a sense of personal pride, so genuine applicants won’t struggle to give you the full, well-rounded story.”
Managing AI grievances
The use of AI in CVs and recruitment is just one area currently impacting HR professionals. Increasingly, employees are turning to AI tools to draft formal grievances, generate supporting evidence and build sophisticated cases against colleagues or employers.
To help HR leaders navigate these new challenges and gain practical tips with like-minded professionals, we have partnered with employment law expert Nic Elliott for another in-person seminar at our Nottingham HQ. Hosted by Becky Downes and Divisional Director Amy Frost, this one-off event will take place on Wednesday, 24th June. Places are complimentary but limited. To find out more and secure your seat, please visit our event page.
