The recruitment world is changing dramatically. With AI tools enabling candidates to create tailored, flawless CVs in seconds, Talent Acquisition (TA) teams and hiring managers now face a new reality: an influx of applications that look perfect on paper – but may not reflect the real person behind them.

How can TA teams and hiring managers cut through the noise, identify genuine talent, and avoid wasting time on mismatched candidates?

The Challenge: AI-Polished CVs Everywhere

In a recent study from thehrdirector.com, 61% of job applications were flagged as being AI-generated, with only 39% of applications considered to be original.

AI-driven CV builders can make any candidate appear like the ideal fit for your role. This creates two big problems:

– Volume Overload: Hundreds of applications that all look “spot on.”
– False Positives: Candidates who appear “perfect” but lack the actual skills or experience required.

How TA Teams And Hiring Managers Can Tackle This Head-On

Here are five practical strategies TA teams and hiring managers can implement to spot AI-generated CVs and ensure quality hires:

1. Look for Depth, Not Just Keywords

AI tools excel at matching job descriptions, but they often lack nuance. Check for specific achievements, measurable outcomes, and context. Generic phrases like “strong team player” or “excellent communication skills” without examples can be a red flag. Look for data, impact, and real world examples.

2. Validate Career Progression

AI can make a CV look seamless, but real careers have stories. Look for logical progression, realistic timelines, and consistency across roles. Sudden jumps or vague job titles may warrant deeper questioning.

3. Use Structured Screening Questions

Move beyond the CV early on. Ask candidates to share real-life examples of problem-solving, leadership, or technical skills. AI can’t fake authentic experiences in conversation.

AI screening tools can help here. They can screen large volumes of candidates and present you with a shortlist. Voice or video screeners should help minimise the risk that the answers will be AI generated!

4. Assess Cultural Fit In Early Stages

AI can’t replicate personality or values. Incorporate behavioral and situational questions in interviews to gauge alignment with your company culture.

5. Leverage Tech Wisely

Use tools that detect AI-generated content or inconsistencies, but combine this with human judgment for the best results.

Signs a CV Might Be AI-Generated

– Overly polished language with no personal tone.

– Perfect alignment with job description keywords.

– Lack of quantifiable achievements or real-world examples.

– Generic phrases repeated across sections.

– Inconsistent formatting or unusual phrasing that feels “machine-like” or artificial.

– Career timeline that seems too smooth or ideal.

– Missing details like company size, industry specifics, or context for responsibilities.

What’s next?

AI has changed recruitment – but it hasn’t replaced the need for human judgment. By combining smart strategies with a trusted partner like Cherry Professional, TA teams and hiring managers can stay ahead, save time, and make hires that fit.
Let’s talk about how we can support you and your team and make your recruitment process smarter, faster, and personal.