In a recent Talkin’ Talent podcast episode, HR leaders Julia Medvin and Chelsea Stearns joined host Sam McCarthy to unpack one of the most pressing challenges in talent acquisition trends today: the rise of AI-generated resumes and interview responses.
With Gartner predicting that by 2028, one in four job candidates could be “fake,” meaning their applications are significantly enhanced or even fabricated using AI, the question is no longer if this will affect your hiring process, but how prepared you are to handle it.
The AI-enhanced Resume: Superpower or Smoke Screen?
AI tools like ChatGPT have revolutionized how candidates present themselves — CNBC reports nearly 65% of job candidates already use AI during the application process. Resumes are now more polished, grammatically flawless and tailored to job descriptions with just a few prompts. While this raises the bar for professionalism, it also blurs the line between genuine experience and algorithmic embellishment.
For hiring managers, this shift has major implications. It means that traditional screening methods are no longer sufficient to identify top performers or cultural fits. The resume has become a marketing document — not a proof of skill or a reliable window into a candidate’s actual capabilities. As a result, organizations must rethink how they assess talent, moving beyond static documents to dynamic, real-world evaluations.
For candidates, it’s important to make sure your LinkedIn profile is buttoned up and matches your resume. Companies will almost always check to ensure it matches with your resume for authenticity and to distinguish real candidates from AI-enhanced fabrications.
How To Spot AI in Resumes
Hiring managers can use the following strategies to identify AI-generated content when reviewing resumes.
Look For Em Dashes
Chelsea pointed out a subtle but telling sign of AI: the use of em dashes (—), a stylistic choice often inserted by AI tools. It’s a small detail, but one that recruiters are beginning to use as a red flag to dig deeper into a candidate’s authenticity.
Watch Out For Repetitive, Generic Language
Keep an eye out for repetitive, generic words and phrases. AI-generated resumes tend to reiterate the same sentiments multiple times without providing personalized, tangible information. An AI resume may read more as a general job description than an intentional display of the candidate’s genuine skills and experience.
Be Mindful of Keyword Stuffing
Candidates may use AI to ensure their resumes include the key terms and phrases that applicant tracking systems (ATS) scan for. However, keyword stuffing can result in an awkward final product that doesn’t factually represent the candidate. Keep an eye out for resumes that include out-of-context skills or that attempt to hide keywords in white text.
Pay Attention to Unnatural Sentence Structure
Resumes written by generative AI may be easy to spot due to clunky, disjointed phrases or excessively formal language. They may stray from typical grammar conventions, producing a formulaic resume that lacks an authentic human voice.
Use an AI Content Detector Tool
Tools like GPTZero and CopyLeaks can detect resumes that heavily rely on AI language and patterns. Consider using one of these tools or exploring whether your current ATS system has AI-detection capabilities.
“AI can be a superpower or a crutch. It can help, but it can also hinder if not used wisely.”
How To Prepare For The Rise of AI and Fake Candidates
Here are a few steps organizations can take to prepare for the AI-driven future of hiring:
Invest in Behavioral Interview Training
To combat AI-enhanced applications, behavioral interviews are becoming a critical tool. Asking candidates to describe real-life scenarios, like how they handled a workplace conflict, led a project, or navigated a challenge, helps reveal whether their experience is genuine or generated.
Chelsea emphasized the importance of asking for specific examples: “What was the situation? How did you document it? How did you resolve it?” These questions are difficult to fake convincingly, especially under pressure.
Use Assessments Wisely
Technical assessments, simulations and case interviews help validate whether a candidate can do what their resume claims. However, both guests noted that assessments come with trade-offs: they’re time-consuming, expensive and can slow down the hiring process. Implement assessments where they add the most value — and be transparent with candidates about their purpose.
For roles where speed is critical, such as in defense or tech, companies may need to balance thorough vetting with time-to-fill metrics. Chelsea shared that her team maintains a 25-day average time-to-fill, which means assessments must be used strategically, often reserved for leadership roles or highly specialized positions.
Audit Your ATS Capabilities
Explore whether your ATS can flag AI-generated content or support more advanced screening techniques. You may be able to integrate AI detectors directly into your ATS.
Create Role-specific Hiring Paths
One-size-fits-all hiring processes are becoming obsolete. As Julia explained, companies now need to create bespoke hiring journeys based on the role, skill level and urgency. A software engineer might require a timed, monitored coding test, while a leadership candidate might go through multiple behavioral interviews and a personality assessment.
This tailored approach ensures that the hiring process is both rigorous and respectful of the candidate’s time, which is a crucial balance in a competitive talent market.
Integrate AI, But Stay Human
As AI continues to reshape the hiring landscape, the most successful organizations will be those that adapt quickly, not by rejecting technology, but by using it wisely and balancing it with human insight. In fact, over 90% of employers already report using AI in their hiring efforts.
Hiring managers can use AI to verify their applicants’ authenticity at every step of the process. At the screening stage, recruiters can incorporate AI detectors into their applicant screening and ATS systems to flag AI-generated content in resumes. During the interview process, AI can validate a candidate’s identity using voice and facial recognition technology.
While AI in hiring can enhance efficiency, it can’t replace the human touch. Keep empathy, culture fit and communication at the heart of your hiring process.
“Cordia Resources by Cherry Bekaert has a vetted, deep bench of industry professionals in accounting and finance, IT and HR ready to help you. We add that ‘human element’ that is often needed in the job search.”
How We Can Help
At Cordia Resources by Cherry Bekaert, our Recruiting & Staffing Services professionals are committed to connecting talented and genuine candidates who align with organizational goals. Contact us today to learn how we can support your hiring needs.
Related Insights
- Podcast: The Impact of AI on Talent Recruitment with Julia Medvin and Chelsea Stearns
- Article: Permanent Placement Strategies: Cordia Resources’ 3 Key Elements for Success
- Webinar Recording: Annual Financial Executive Forum Weekly Webinar Series: How AI and Digital Networks Will Shape the Future of Accounting
