Have you started seeing the rash of AI-generated resumes? 

Years ago, we spoke to a friend locally in the computer science field who was testing out AI resume tools to tailor applications to job descriptions. This person spoke of the wonders of AI helping grab keywords and concepts from the job posting and matching them with the applicant’s knowledge and experience. In this case, the candidate had all the required skills and simply used AI as a resume editor to help put his resume at the top of the pile. 

Years later, the situation has changed. 

Today, hiring managers are bombarded with resumes generated by AI tools, whether or not they realize it. Entire job descriptions and resumes are being passed through AI engines, producing applications that look great, regardless of the candidate’s actual ability. 

A recent conversation with a member of a hiring team (also in the CSRA) illustrates this well. The job description called for some technical skills along with experience in front-facing customer service. The best resume they received knocked their socks off. But when the interview came around, they found that the candidate could not communicate clearly at all. For a position whose primary duty was client communication and customer support, the candidate was not a good fit, despite having all the right buzzwords on paper. 

If you’ve been hiring for any period of time, you’ve run across these situations: where the candidate who initially appeared to be a good fit didn’t end up being one. Maybe the skills (or even certifications) they said they had didn’t quite pan out. Maybe the treasure trove of experience you were led to believe existed turned out to be a bare skeleton that required significant time and energy on your part to “flesh out.” Likely, you’ve already started tweaking your hiring process to minimize this risk: refining job descriptions, improving your interview process, or tightening onboarding. 

Unfortunately, this kind of “poor fit” hire may become even more common moving forward. 

Incidentally, almost all the news you read about AI in hiring is positive—focused on speed, automation, and removing bias. While there are real positives to AI usage in the hiring process, business owners must also recognize the hidden costs: finding good candidates may be getting harder, not easier. 

You’ll need to rethink parts of your hiring process to avoid wasting time and energy.  

Good Fit Over Good Resume 

Again, you’re probably already focused on this, but it’s going to become more important than ever. Specific knowledge, certifications, and even degrees can be faked or heavily embellished in the age of AI. You don’t want to get distracted by the glitter of a well-written resume that’s optimized for AI keyword-matching but doesn’t reflect real experience. 

Red Flag Buzzwords & AI Detection 

If the resume you’re reviewing contains stock phrases like: 

  • “Dynamic and motivated team player who thrives in fast-paced environments” 
  • “Results-driven professional with a proven track record of success” 

…that’s a red flag. This is especially true for entry-level candidates who are using AI to sound more experienced than they are. 

If you suspect a resume was generated or heavily enhanced by AI, use a free AI content detector like ZeroGPT, GPTZero, or Copyleaks. While not foolproof, they can help flag over-polished content that may not reflect a real human voice or background. 

Adjust for Real-World Thinking 

Update your job descriptions, applications, and interviews to focus more on real-world situations. Ask, “What would you do in X situation?” rather than just, “Tell me about your experience with [skill].” Gauge the candidate’s ability to think on their feet, consider context, and make decisions under pressure. 

AI can help generate content, but it can’t fake authentic problem-solving. You want to be sure that the candidate’s experience aligns with the claims made in their resume. 

Require a Short Pre-Interview Video 

For client-facing roles, this can be especially effective. Ask candidates to submit a quick video (1–2 minutes) introducing themselves and addressing one real-world scenario. You’ll quickly learn whether: 

  • They can communicate clearly. 
  • They’re comfortable with basic technology. 
  • They truly understand the nature of the role. 

This step alone can save you wasted interview time. 

Trial Periods Still Matter 

Again, you may already do this, but it’s worth emphasizing: hire for a trial period or defined evaluation window. This benefits both you and the candidate. If the person isn’t a good fit, you can part ways before investing months of training and onboarding. In the AI resume era, this is one of the best safeguards you have. 

Final Thought: Trust Your Process, But Evolve It 

You’ve probably seen enough hiring cycles to know that the resume isn’t everything. But now more than ever, your hiring process needs to surface real skill, not just polished presentation. AI has changed how resumes look, but it hasn’t changed what actually makes someone a good hire: character, clarity, and competence.